Deputy Director Human Resources

Shree Chanakya Education Society; Pune District; On-site; INR 603,000 - 1,004,000; Full time

Job summary

Indira University is seeking a Deputy Director of Human Resources to lead strategic HR initiatives, oversee operations, and ensure policy compliance across the institution. The role partners with university leadership to advance talent acquisition, engagement, and development while maintaining statutory obligations.

The incumbent will drive performance management, compensation, HR analytics, and organizational development to foster a high-performance, people-centric culture within a large

Qualifications

• Minimum 10–15 years of progressive experience in Human Resources.
• At least 5 years in a senior managerial or leadership role.
• Experience in HR strategy, employee relations, talent management, policy development, statutory compliance, and organizational development.

Responsibilities

• Support the HR Director in developing and implementing HR strategy.
• Lead day-to-day HR operations including recruitment, onboarding, payroll coordination, and performance management.
• Develop and monitor HR policies and SOPs compliant with labor laws.
• Oversee end-to-end talent acquisition for faculty and staff.
• Provide leadership in employee relations and workplace investigations.
• Drive performance management and learning & development initiatives.
• Lead engagement, organization development, and diversity & inclusion programs.

Skills

HR Strategy

Talent Management

Employee Relations

Policy Development

Education

Master's degree in HR or related field

Tools

HRIS

Payroll Software

Job description

INDIRA UNIVERSITY

Designation: Deputy Director Human Resources

Preferred Educational Qualification:

Master's degree in Human Resources, Business Administration (MBA–HR), Personnel Management, Industrial Relations, Organizational Psychology, Management, or a related discipline from a recognized institution. Additional certifications in HR, labor laws, talent management, organizational development, or leadership development will be an added advantage.

Experience:

Minimum 10–15 years of progressive experience in Human Resources, with at least 5 years in a senior managerial or leadership role, preferably in a higher education institution, university, large corporate organization, or a reputed institution. Experience in HR strategy, employee relations, talent management, policy development, statutory compliance, and organizational development is essential.

Role Summary:

The Deputy Director – Human Resources will support the HR Director in leading and managing the strategic, operational, and administrative functions of the Human Resources Department. The role is responsible for driving HR initiatives aligned with the institution's vision and strategic objectives while ensuring effective talent acquisition, employee engagement, performance management, learning and development, compensation and benefits administration, statutory compliance, organizational development, and HR operations. The Deputy Director will work closely with university leadership, academic departments, administrative units, and external stakeholders to build a high-performance, people-centric organizational culture and ensure efficient delivery of HR services across the institution.

Roles and Responsibilities:

• Support the HR Director in developing and implementing the University's Human Resources strategy aligned with institutional goals and long-term organizational objectives.
• Lead and oversee day-to-day HR operations, ensuring efficient execution of recruitment, onboarding, employee lifecycle management, payroll coordination, performance management, employee engagement, learning and development, and HR administration.
• Develop, review, implement, and monitor HR policies, procedures, standard operating procedures (SOPs), and best practices in compliance with institutional requirements and applicable labor laws.
• Manage end-to-end talent acquisition processes, including manpower planning, recruitment strategy, workforce planning, selection, onboarding, and induction of faculty and staff.
• Provide leadership and guidance in employee relations, grievance handling, disciplinary matters, conflict resolution, and workplace investigations while promoting a positive employee experience.
• Drive performance management processes, including goal setting, appraisal cycles, competency assessments, performance improvement initiatives, and succession planning.
• Lead employee engagement, organizational development, culture-building, wellness initiatives, diversity, equity and inclusion, and recognition programs to enhance employee satisfaction and retention.
• Identify organizational capability gaps and oversee learning and development initiatives, leadership development programs, faculty and staff training, and competency enhancement interventions.
• Ensure compliance with statutory regulations, labor laws, government requirements, audits, accreditation standards, institutional policies, and regulatory reporting requirements.
• Oversee HR analytics, workforce planning, HR dashboards, management reports, MIS, organizational structures, and data-driven decision-making.
• Collaborate with academic and administrative departments to provide strategic HR support for institutional growth, organizational restructuring, and change management initiatives.
• Support compensation and benefits administration, salary benchmarking, job evaluation, rewards, incentives, and employee welfare programs.
• Supervise HR documentation, employee records, contracts, confidential files, HRIS, and digital HR systems while ensuring data integrity and confidentiality.
• Monitor departmental budgets, vendor management, HR procurement activities, and resource utilization to ensure operational efficiency.
• Lead HR process improvement, automation, digital transformation, and continuous improvement initiatives to enhance service delivery and operational excellence.
• Coordinate with external consultants, recruitment agencies, legal advisors, statutory authorities, accreditation bodies, and government agencies on HR-related matters.
• Prepare and present HR reports, strategic presentations, workforce analytics, compliance reports, and management updates for the HR Director and University leadership.
• Mentor, supervise, and develop HR team members by promoting collaboration, accountability, continuous learning, and professional development.
• Represent the HR Department in internal committees, institutional meetings, policy discussions, and cross-functional initiatives as delegated by the HR Director.
• Assist in crisis management, organizational restructuring, workforce planning, policy implementation, and institutional transformation initiatives.
• Act on behalf of the HR Director, as authorized, in coordinating HR activities, meetings, and strategic initiatives during periods of absence.
• Ensure the highest standards of professionalism, confidentiality, ethics, integrity, and compliance in all HR functions and employee interactions.
• Perform any other duties and responsibilities assigned by the HR Director or University leadership from time to time.

Key Competencies:

• Strategic Human Resource Management
• Leadership and People Management
• Talent Acquisition and Workforce Planning
• Employee Relations and Conflict Resolution
• Organizational Development and Change Management
• Performance Management Systems
• Learning and Development
• HR Policies and Labor Law Compliance
• HR Analytics and MIS Reporting
• Compensation and Benefits Administration
• Stakeholder Management and Relationship Building
• Decision-Making and Problem Solving
• Communication and Presentation Skills
• Project and Change Management
• Confidentiality, Integrity, and Professional Ethics
• HRIS and Digital HR Systems
• Time Management and Operational Excellence
• Budget Planning and Resource Management

Salary range: Upto 90K per month