Assistant Manager - HR

1. Field Sales Recruitment

• Manage the complete recruitment cycle for field sales positions, from manpower requisition to joining.
• Source candidates through job portals, employee referrals, social media, recruitment agencies, and local market channels.
• Screen and shortlist candidates based on experience, communication skills, sales capability, and geographical suitability.
• Conduct initial HR interviews and coordinate further rounds with business/sales managers.
• Maintain a strong candidate pipeline to support high-volume and ongoing field sales hiring.
• Coordinate interview schedules, documentation, offer release, and joining formalities.
• Track recruitment metrics such as open positions, interview-to-selection ratio, offer-to-joining ratio, and time-to-hire.
• Conduct regular follow-ups with selected candidates to minimize offer dropouts and joining delays.
• Support recruitment drives, walk-in interviews, and local hiring campaigns as required.

2. Manpower Planning & Sales Hiring Support

• Coordinate with Sales/Business Heads to understand current and future manpower requirements.
• Prepare and maintain manpower requisition and vacancy status reports.
• Monitor field sales vacancies and ensure positions are closed within agreed timelines.
• Identify recruitment challenges and develop local sourcing strategies for difficult-to-hire locations.
• Support expansion and new business requirements through timely recruitment.

3. HR Operations

• Manage day-to-day HR operations for employees across assigned locations/business units.
• Handle employee documentation, joining formalities, HR records, and personnel files.
• Ensure timely completion of employee onboarding and induction.
• Coordinate employee confirmation, transfers, promotions, and other HR processes.
• Maintain accurate employee master data and HR-related reports.
• Coordinate with payroll teams for attendance, leave, employee data, and payroll inputs.
• Support implementation of HR policies, processes, and company guidelines.

4. Employee Engagement & Retention

• Act as a point of contact for employees regarding routine HR-related queries and concerns.
• Conduct regular employee interactions to understand engagement and workplace concerns.
• Support employee engagement activities and initiatives.
• Assist management in identifying and addressing employee retention issues, particularly within field sales teams.
• Conduct and document exit interviews and share relevant trends with management.

5. Attendance & Field Workforce Management

• Monitor attendance, leave, and workforce availability in coordination with reporting managers.
• Follow up on absenteeism and irregular attendance.
• Coordinate with managers to address field-force attendance and manpower gaps.
• Ensure timely submission and validation of attendance-related data.

6. HR MIS & Reporting

• Prepare regular HR MIS reports covering:
• Recruitment status
• Open positions
• Joining and attrition
• Headcount
• Attendance
• Employee movement
• Recruitment TAT
• Maintain recruitment trackers and employee databases.
• Provide HR data and reports to management for decision-making.
• Track recruitment and employee-related KPIs and highlight deviations.

7. Compliance & Process Coordination

• Ensure HR processes are carried out in accordance with company policies and applicable employment requirements.
• Maintain proper employee documentation and records.
• Coordinate with relevant internal teams for statutory and compliance-related HR activities.
• Support HR audits and documentation requirements.

8. Stakeholder Management

• Work closely with Sales Managers, Business Heads, Area Managers, Payroll, Finance, and Administration teams.
• Understand business requirements and provide timely HR support.
• Coordinate with hiring managers throughout the recruitment and onboarding process.
• Escalate critical employee and recruitment issues to the HR Manager/Head HR with appropriate recommendations.

Key Performance Areas (KPIs)

• Field Sales positions closed within defined TAT
• Quality of recruitment and candidate retention
• Offer-to-joining ratio
• Recruitment cost and sourcing effectiveness
• New-joiner onboarding completion
• Employee attrition and retention
• HR documentation accuracy
• Attendance and HR MIS accuracy
• Employee query resolution TAT
• Hiring manager satisfaction

Pay: ₹25,000.00 - ₹30,000.00 per month

Benefits:

• Paid sick time
• Provident Fund

Work Location: In person