Assistant Manager Human Resources (HR Operations | Performance Management | Compliance | HR Policies)

1. Role PurposeThe position will be responsible for managing and strengthening key HR processes covering Performance Management, HR Operations, Labour & HR Compliance, and HR Policies.The role will work closely with business leaders and functional heads to ensure effective implementation of HR processes, statutory compliance, consistent application of HR policies, and smooth delivery of day-to-day HR operations.The incumbent will also be expected to identify gaps in existing HR processes and policies and recommend improvements aligned with business requirements and changing regulatory requirements.2. Key ResponsibilitiesA. Performance ManagementManage the complete Performance Management System (PMS) cycle, including goal setting, mid-year reviews, year-end evaluations and performance discussions.Coordinate with functional heads and managers to ensure timely completion of PMS activities.Support management in establishing KRAs, KPIs and measurable performance objectives.Monitor performance ratings and ensure consistency and fairness across functions.Prepare and analyse performance management reports for the management.Facilitate Performance Improvement Plans (PIPs) for employees requiring performance enhancement.Identify trends in performance ratings and provide insights to management.Support implementation and continuous improvement of the organisation's performance management framework.Ensure effective utilisation of the HRMS/PMS system for goal setting, reviews, ratings and related documentation.B. HR OperationsManage day-to-day HR operations for the corporate office/business units.Ensure timely and accurate maintenance of employee records and HR documentation.Oversee employee lifecycle processes including:Joining & onboardingTransfers and movementsConfirmationPromotionsTransfersEmployee separations and exit formalitiesFull & final settlement coordinationEnsure accurate HR data and timely updates in the SPINE HRMS.Coordinate with Payroll, Finance, Administration and other stakeholders for employee-related processes.Prepare and monitor HR MIS and dashboards covering key HR metrics.Drive process improvements and automation within HR operations.Ensure adherence to defined HR SOPs and service standards.Handle employee queries and facilitate resolution of HR-related issues.C. HR & Labour ComplianceEnsure compliance with applicable New Wage Codes ,labour laws, employment regulations and statutory requirements.Monitor changes in labour legislation and assess their impact on the organisation.Coordinate implementation of new statutory requirements, including changes arising from Labour Codes and related regulations.Maintain a comprehensive HR Compliance Calendar and ensure timely completion of statutory compliances.Conduct periodic HR compliance audits across locations.Identify compliance gaps and coordinate corrective and preventive actions.Maintain appropriate statutory records, registers and documentation.Coordinate with external legal advisors, labour law consultants and statutory consultants whenever required.Support management during labour department inspections, audits and statutory reviews.Ensure compliance requirements are appropriately incorporated into HR processes and policies.Prepare periodic compliance reports for senior management.D. HR Policy Formation & ReviewDraft, review and update HR policies in line with business requirements, organisational practices and applicable laws.Conduct periodic review of existing HR policies and identify areas requiring modification.Benchmark HR policies against industry practices and market trends.Work closely with management and relevant stakeholders for policy development and approvals.Ensure effective communication and implementation of new/revised HR policies.Develop supporting SOPs, guidelines and process notes wherever required.Ensure consistent interpretation and implementation of policies across locations and functions.Maintain a central repository of approved HR policies and ensure appropriate version control.Provide guidance to managers and employees on policy interpretation and application.E. HR Analytics & MISPrepare regular HR dashboards and MIS for management review.Track key HR metrics such as:HeadcountAttritionAbsenteeismPerformance ratingsEmployee movementsHiring and manpower statusCompliance statusEmployee lifecycle metricsAnalyse HR data and provide meaningful insights to management.Develop periodic reports highlighting trends, gaps and areas requiring management intervention.F. Employee & Management SupportAct as an HR Business Partner to assigned functions/business units.Work closely with managers and functional heads on employee-related matters.Provide guidance on performance management, disciplinary matters, policy interpretation and employee relations.Support resolution of employee grievances and workplace issues.Maintain confidentiality and ensure appropriate handling of sensitive employee information.Participate in employee engagement and organisational development initiatives as required.3. Key Deliverables / KRAsThe incumbent will be measured on:Timely and effective completion of PMS cycleQuality and accuracy of HR OperationsHR & Labour Compliance – zero critical non-compliancesTimely implementation of statutory/regulatory changesDevelopment and periodic review of HR policiesAccuracy and timeliness of HR MISHRMS data accuracy and process adherenceClosure of HR audit observationsEmployee query/grievance resolutionContinuous improvement and automation of HR processes4. Desired CompetenciesFunctional CompetenciesStrong understanding of Performance Management SystemsGood knowledge of Indian Labour Laws and HR statutory complianceStrong HR Operations expertisePolicy drafting and implementation capabilityHRMS knowledge and process orientationHR analytics and MIS capabilityGood understanding of employee lifecycle processesAbility to interpret and implement regulatory changesBehavioural CompetenciesStrong analytical and problem-solving skillsHigh attention to detailStrong communication and interpersonal skillsAbility to work with senior stakeholdersStrong ownership and accountabilityConfidentiality and integrityAbility to manage multiple prioritiesProcess-oriented and structured approachGood influencing and stakeholder-management skills5. Educational QualificationEssential: MBA / PGDM in Human Resources or equivalent qualification.Preferred: Additional qualification/certification in Labour Laws, Industrial Relations, HR Analytics or related areas.6. Experience5-7 years of relevant HR experience, preferably with significant exposure to HR Operations, Performance Management and Compliance.Experience in a manufacturing / pharmaceutical / multi-location organisation would be preferred.Prior experience of independently managing HR processes and interacting with senior management will be an advantage.7. Overall ProfileThe ideal candidate should be a strong HR process and governance professional who can independently manage Performance Management, HR Operations, Compliance and HR Policies while also acting as a business-oriented HR partner.The role requires a combination of strong execution capability, knowledge of HR regulations, analytical skills and the ability to work effectively with employees, managers and senior leadership.