Deputy Manager HR Business Partner & Operations

Who We Are

Tor.ai is an Industrial IoT product company that builds connected devices and solutions for industrial applications. Our portfolio includes IoT gateways, sensors, controllers, multifunction meters, HT/LT panels and connected solutions used across industrial automation, energy, HVAC, electric mobility and other field-deployed applications.

Our teams bring together hardware, firmware, software, product management, implementation, manufacturing, sales and support expertise to solve real industrial problems.

About the role

We are looking for a hands-on HR professional who combines business understanding, analytical ability, technological comfort, strong people judgment and exceptional execution discipline.

This role combines HR Business Partnering with end-to-end HR Operations. The person will initially take ownership of recruitment, onboarding, HRMIS, payroll inputs, employee documentation, compliance support, audits, training coordination and employee communication. Over time, the person will be developed to take on broader HR strategy, organisational development and leadership responsibilities.

This is not a purely advisory or coordination-based HRBP role. The person must be willing to execute hands-on, strengthen HR processes and take responsibilities through complete closure.

Key Responsibilities

1. Recruitment and Talent Acquisition

- Partner with functional leaders to understand workforce requirements, role outcomes, technical skills and team-specific hiring needs.
- Understand technical and non-technical roles sufficiently to identify relevant candidates based on actual work performed—not only CV keywords.
- Independently shortlist profiles for firmware, software, hardware, product management, implementation, sales, marketing, support and corporate roles.
- Own recruitment from sourcing strategy and CV screening through HR interviews, compensation benchmarking, negotiation, offer release and joining closure.
- Conduct structured HR interviews to evaluate communication, motivation, ownership, stability, cultural alignment, compensation fit and long-term career intent.
- Develop location-specific and skill-specific compensation intelligence to support fair and practical hiring decisions.
- Maintain timely communication with candidates and hiring stakeholders, providing clear updates on progress, pending decisions, risks, next steps and expected closure timelines.
- Build and maintain reliable recruitment trackers, talent pipelines and hiring dashboards.
- Support campus engagement activities and confidently present Tor.ai’s business, opportunities and employee value proposition.

2. HR Operations and Employee Lifecycle

- Own employee lifecycle processes covering pre-joining, onboarding, probation, confirmation, transfer, promotion, increment, performance-cycle support and exit.
- Prepare and thoroughly verify offer letters, appointment letters, confirmation letters, promotion letters, salary revisions, exit documents and other employee communications.
- Ensure complete accuracy in names, dates, designations, salary structures, individual salary components, approvals and supporting documentation.
- Maintain accurate employee master data, personnel files, organisational records and HR trackers.
- Build a structured onboarding experience with clear timelines, owners, documentation, induction, system access, stakeholder introductions and follow-up checkpoints.
- Ensure that new employees clearly understand the organisation, role expectations, policies, reporting relationships and initial training requirements.
- Conduct employee check-ins and exit interviews, analyse feedback patterns and convert insights into defined improvement actions.
- Track employee and management actions arising from feedback until closure.

3. HRMIS and HR Process Digitisation

- Own the effective administration and continuous improvement of the HRMIS.
- Understand business requirements and provide logical, practical inputs while designing or modifying HR workflows.
- Conduct user acceptance testing before new modules or changes are released.
- Identify defects, process gaps, incorrect system behaviour and data inconsistencies.
- Coordinate with HRMIS implementation and support partners for timely resolution.
- Conduct effective demonstrations and user-training sessions and create explicit instructions for employees and managers.
- Monitor system usage, address adoption gaps and follow up until newly introduced processes function reliably.




- Support the digitisation and automation of letters, payroll inputs, onboarding, travel, expense reimbursement, performance management and other HR workflows.

4. Payroll Inputs and Data Controls

- Maintain accurate monthly payroll-change inputs covering new joiners, exits, attendance-related changes, rewards, bonuses, arrears, deductions, loans and other approved adjustments.
- Follow a disciplined maker-checker process before payroll submission.
- Reconcile HRMIS reports, vendor data, employee records and approved monthly changes.
- Investigate discrepancies and take them to closure before payroll processing.
- Maintain transparent supporting records and approval trails for all payroll changes.
- Work closely with finance and the payroll partner to ensure accurate and timely salary processing.
- Develop practical controls and automation to reduce manual errors and recurring payroll issues.

5. Compliance and Audit

- Coordinate applicable HR compliance activities, including PF, PT, NPS and other statutory requirements, in collaboration with finance, consultants and relevant stakeholders.
- Maintain awareness of applicable labour-law and employment-practice fundamentals.
- Maintain accurate, complete and audit-ready employee and compliance documentation.
- Coordinate internal and external HR audits and respond to queries with appropriate evidence.
- Identify the root causes of audit non-conformities and close them through sustainable process correction supported by accurate and audit-ready evidence.
- Recognise matters requiring specialist legal or compliance advice and escalate them at the right time.

6. Learning and Development

- Support the development of a structured training and development framework.
- Coordinate training-needs identification with managers and functional leaders.
- Maintain the annual training calendar, nominations, schedules, attendance and supporting documentation.
- Coordinate internal trainers, external facilitators and training vendors.
- Collect participant and manager feedback after training.
- Measure training effectiveness and track post-training development actions.
- Ensure that training activities result in measurable capability improvement rather than event-only completion.
- Support future initiatives such as competency frameworks, succession planning and high-potential employee development.

7. Employee Relations and Communication

- Handle employee concerns with empathy, patience, confidentiality and balanced judgment.
- Listen carefully before responding and understand both employee and management perspectives.
- De-escalate disagreements and help stakeholders move towards practical solutions.
- Communicate difficult messages tactfully without becoming passive, reactive or confrontational.
- Understand what to communicate, when to communicate, how to communicate and which stakeholders should be involved.
- Maintain professional confidentiality and appropriate boundaries while handling sensitive employee matters.
- Draft clear and professional emails, notices, presentations, policies and employee communications.
- Confidently facilitate inductions, policy sessions, system demonstrations, campus interactions, town halls and employee-engagement activities.

8. HR Analytics and Process Improvement

- Use Excel, HRMIS reports and dashboards to analyse recruitment, headcount, attrition, attendance, payroll changes, training and employee feedback.
- Convert data and observations into practical recommendations and corrective actions.
- Identify recurring operational problems and determine their root causes.
- Create standard operating procedures, checklists, templates, controls and ownership matrices.
- Define clear responsibilities, timelines, dependencies and escalation points for HR processes.
- Improve process consistency and drive the effective adoption of defined workflows.
- Prioritise urgent matters without compromising accuracy.
- Independently track priorities, dependencies and open actions through timely closure.

Required Skills

- Strong analytical, logical and problem-solving ability.
- Comfort with numbers, salary structures,



payroll data, reports and reconciliation.
- Excellent attention to detail and accuracy.
- Excellent written and spoken English communication.
- Ability to listen carefully and communicate according to the audience and situation.
- Strong stakeholder-management and follow-through capability.
- Ability to manage several parallel activities with clear priorities and closure dates.
- Robust working knowledge of Microsoft Excel, including lookups, logical formulas, filters, pivots and data reconciliation.
- Confidence in using HRMIS or similar business systems.
- Ability to understand workflows, test systems, identify defects and drive user adoption.
- Interest in technology and ability to understand technical roles and terminology.
- Sound knowledge of recruitment, employee lifecycle processes, payroll inputs, onboarding and HR documentation.
- Working knowledge of Indian labour-law and compliance fundamentals.
- Robust process-design and process-improvement orientation.
- High integrity, discretion and respect for confidentiality.
- Empathy and emotional composure without compromising objectivity.
- Confidence in addressing groups and conducting presentations or demonstrations.
- Willingness to learn digital and AI-enabled tools responsibly while independently validating outputs.

Preferred Profile

- B.E./B.Tech in Electronics, Electrical, Instrumentation, Mechanical, Computer Science, IT or a related engineering discipline, followed by an MBA/PGDM in Human Resources, is strongly preferred. Exceptional candidates from other academic backgrounds with a relevant postgraduate qualification in HR may be considered where they demonstrate strong technical curiosity, analytical ability, HR systems proficiency and experience recruiting for engineering or technology roles.
- Approximately 3 to 6 years of relevant experience in an HR Generalist, HRBP, People Operations or Technology/Manufacturing HR role.
- Hands-on recruitment experience, strong HRMIS and Excel capability, practical exposure to payroll inputs and data reconciliation, and experience in at least three of the following: employee documentation, onboarding, compliance and audit, learning and development, employee relations or HR analytics.
- Experience in Industrial IoT, electronics, engineering, manufacturing, automation, technology products or a similarly technical organisation is strongly preferred.
- Evidence of personally owning processes rather than only coordinating activities or updating data.
- Pune-based candidates or candidates with a practical long-term plan to work from Pune will be preferred.
- Familiarity with Marathi can be useful for local employee interaction but is not mandatory.
- Genuine interest in building a long-term career with Tor.ai and progressively growing into broader HR business-partnering and leadership responsibilities.

Behavioural Attributes

The ideal candidate should be:

- Analytical and technologically curious.
- Meticulous and dependable.
- Patient and a strong listener.
- Empathetic but objective.
- Confident but not aggressive.
- Able to express independent views confidently and constructively.
- Structured and process-oriented.
- Calm under pressure.
- Comfortable taking ownership.
- Proactive in communicating progress and risks.
- Focused on closure rather than activity.
- Curious about Tor.ai’s business, products and technical functions.
- Interested in building a stable, long-term career with the organisation.

What Success Will Look Like

During the first year, success will be demonstrated through:

- More accurate and predictable HR operations and employee documentation.
- Better-quality CV shortlisting and improved recruitment closure.
- Transparent recruitment updates for candidates and hiring managers.
- Accurate payroll inputs supported by effective maker-checker controls.
- A consistent and well-coordinated onboarding experience.
- Improved HRMIS testing, adoption and process compliance.
- Audit readiness supported by correct processes and reliable evidence.
- A functioning training and post-training follow-up process.
- Actionable analysis of employee and exit feedback.
- Trusted and tactful communication with employees, managers and external stakeholders.
- Greater independent ownership and timely resolution of HR matters.

Additional Information

Role Title: Deputy Manager – HR Business Partner & Operations
Department: Human Resources

Location: Pune

Experience: 3 to 6 years

Reporting to: Senior Manager – HR

Role Type: Full-time, work from office

📌 Deputy Manager - HR Business Partner and Operations (Pune)
🏢 Tor.ai
📍 Pune