Assistant Manager – HR

Location: Hinjwadi, Pune, Maharashtra Function: Human Resources Reporting to: HR Business Partner Lead Working Days: 5 days a week

1. Job Purpose To drive end-to-end HR business partnering for R&D; employees ensuring effective talent acquisition, employee lifecycle management, capability development, employee engagement and organisational effectiveness. The role will partner closely with functional leaders to build a capable, motivated and performance-oriented workforce aligned with the functional priorities and the organisation's people strategy.

2. Key Responsibilities
A.

Talent

Acquisition and Workforce Planning

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Own the end-to-end recruitment process for R&D; executives and specialist partnering with functional leaders to understand manpower requirements, role specifications and competency expectations.

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Develop and execute hiring plans to ensure timely fulfilment of approved vacancies in line with business requirements.

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Manage candidate screening, interview coordination, selection, offer management and pre-joining engagement.

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Monitor recruitment metrics, including time to hire, vacancy ageing and offer-to-joining conversion, and take corrective action where required.

B. End-to-End Employee Lifecycle Management

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Own key employee lifecycle touchpoints, including onboarding, probation management, performance management, talent development, internal movements and exit processes.

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Ensure structured onboarding and induction programmes that enable new employees to integrate effectively into the organisation and their respective functions.

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Conduct structured 30-, 60- and 90-day connects with new joiners to assess their integration, address concerns and identify opportunities to improve the onboarding experience.

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Maintain periodic connects with existing employees to understand workplace concerns, provide appropriate HR support and strengthen employee trust and retention.

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Ensure timely completion of employee documentation, HR processes and lifecycle-related activities in accordance with organisational policies and established procedures.

C.

Performance

Management and Talent Development

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Facilitate the performance management cycle, including periodic reviews, year-end assessments and performance calibration, in partnership with functional leaders.

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Support managers in establishing explicit performance expectations, providing constructive feedback and addressing performance gaps.

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Partner with functional leaders to identify competency and skill gaps and recommend targeted development interventions aligned with business priorities.

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Support the implementation of individual development plans and monitor progress against identified development objectives.

E.

Employee

Engagement and Retention

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Monitor employee engagement and pulse survey outcomes to identify emerging concerns, engagement gaps and opportunities to improve the employee experience.

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Partner with functional leaders to design and implement focused action plans that strengthen employee motivation, accountability and retention.

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Drive regular employee connect initiatives to understand employee sentiment, address workplace concerns and reinforce a culture of open communication.

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Analyse attrition trends and exit feedback to identify underlying themes and recommend targeted retention interventions.

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Support the implementation of recognition initiatives and employee engagement activities that reinforce positive behaviours and organisational values.

F.

Early

Careers and Talent Pipeline Development

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Drive early-career talent initiatives, including Graduate Engineer Trainee (GET) and Diploma Engineer Trainee (DET) programmes, to build a sustainable pipeline of future manufacturing talent.

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Coordinate campus engagement, trainee onboarding, structured learning journeys and periodic reviews of trainee progress.

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Partner with functional leaders to identify suitable deployment opportunities, assess trainee performance and support their development into future roles.

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Track programme effectiveness, trainee retention and conversion outcomes to continuously strengthen the early-career talent pipeline.

HR Analytics, Governance and Process Excellence

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Maintain accurate HR data and periodic reports covering recruitment, headcount, attrition, employee engagement, performance management and learning.

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Track key HR metrics and identify trends that require management attention or corrective action.

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Ensure timely execution of HR calendars, employee communication and people-related processes.

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Partner with relevant HR teams to ensure consistent implementation of policies, procedures and people practices at the factory.

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Identify opportunities to streamline HR processes and improve service delivery, employee experience and operational efficiency.

3. Key Stakeholders

Internal Stakeholders

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R&D; leadership .

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Centres of Excellence-IT, Payroll etc.





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Talent Acquisition and Learning & Development teams

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HR Operations teams

External Stakeholders

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Recruitment agencies and sourcing partners

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Educational institutions and campus placement teams

4. Key Success Measures
Performance in this role will be assessed against the following indicative measures:

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Recruitment Effectiveness: Timely fulfilment of approved vacancies, time to hire and quality of hires.

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Onboarding Effectiveness: Completion of structured onboarding and 30-, 60- and 90-day employee connects.

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Employee Lifecycle Management: Timely and accurate completion of key employee lifecycle processes.

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Performance Management: Adherence to performance management timelines and completion of development plans.

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Employee Engagement and Retention: Engagement pulse outcomes, closure of identified action items and analysis of regretted attrition.

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Early-Career Talent Development: Effective execution of GET/DET programmes, trainee development and talent pipeline outcomes.

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HR Process Excellence: Accuracy of HR data, timely reporting and adherence to established policies and processes.

5. Educational Qualifications and Experience

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MBA / Postgraduate qualification in Human Resources or a related discipline.

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Looking Exp. Of 3 – 5 years of relevant HR experience, preferably in a manufacturing or industrial environment.

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Experience in HR business partnering, talent acquisition, performance management, employee engagement and learning and development.

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Experience managing early-career talent programmes and working with cross-functional stakeholders will be desirable.

6. Key Competencies
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Strong stakeholder management and business partnering skills.

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Effective communication, interpersonal and influencing abilities.

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Sound understanding of talent acquisition and employee lifecycle processes.

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Data-driven problem-solving and analytical skills.

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Strong planning, execution and follow-through.

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Ability to manage multiple priorities in a dynamic environment.

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Employee-centric approach, with sound judgement and discretion.

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High ownership, accountability and a continuous improvement mindset.

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Ability to work collaboratively across functions and corporate HR teams.

7. Working Conditions
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The position is based at the AIC , Hinjwadi in Pune, Maharashtra.

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This is a Five-day-a-week working position.

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The role requires regular interaction with R&D; leadership, functional teams and employees to support HR priorities and ensure effective implementation of people initiatives.

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