Assistant/Deputy Manager- HRBP (Group)

Job Description Assistant/Deputy Manager- HRBP (Group)

Position: Assistant/Deputy Manager – Human Resources Business Partner

Industry: Tool Manufacturing Industry

Location: Surat initially; relocation to Pune within 1 years

Experience: 6–12 Years

CTC: Upto Rs.12 LPA

Employment Type: Full-time

Role Overview

We are looking for an experienced HR professional with strong hands-on ownership of recruitment, employee engagement, and employee lifecycle management, preferably from the Tool Manufacturing Industry. This role demands a self-driven operator who takes full accountability for outcomes and delivers on commitments independently, with minimal need for follow-up. The candidate will initially be based in Surat and will subsequently be required to relocate/transfer to Pune based on business requirements.

Key Responsibilities

1. Recruitment & Talent Acquisition – 60%

• Own end-to-end recruitment for technical, engineering, manufacturing, corporate, and support functions, with full accountability for position closure within defined TAT (target: 90% of positions closed within 30 days of requisition, critical roles within 45 days).
• Understand manpower requirements and proactively coordinate with HODs and business stakeholders; anticipate hiring needs ahead of escalation.
• Source candidates through job portals, LinkedIn, references, consultants, and other channels — expanding sourcing independently when standard channels underdeliver.
• Screen profiles and conduct initial HR discussions with rigor, ensuring only qualified candidates progress.
• Coordinate interviews with technical and functional teams and drive stakeholders to timely feedback (target: interview feedback within 48 hours).
• Manage offer discussions, salary negotiations, selection, and joining formalities, owning the offer-to-joining outcome including drop-off mitigation.
• Build and maintain a strong talent pipeline for critical and recurring positions.
• Coordinate with recruitment consultants and hold them accountable to defined SLAs and performance benchmarks.
• Maintain recruitment MIS, hiring trackers, and recruitment reports with accuracy and no lag in updates.
• Ensure timely closure of open positions and a positive candidate experience, flagging risks to timeline early rather than after the fact.

2. Employee Engagement, Retention & Productivity – 30%

• Plan and execute employee engagement initiatives aligned with business and employee needs, owning execution through to measured outcomes.
• Conduct regular employee interaction, pulse surveys, and feedback initiatives to surface concerns before they escalate.
• Drive employee engagement activities, team-building programs, recognition initiatives, and workplace culture initiatives to completion.
• Develop and implement retention initiatives to reduce avoidable attrition (target: reduce regrettable attrition by an agreed % year-on-year).
• Identify retention risks and critical employees early and drive timely action plans with managers.
• Monitor engagement, attrition, and retention trends and convert data into actionable recommendations, following through with management on implementation.
• Drive initiatives to improve employee productivity, accountability, collaboration, and workplace effectiveness.
• Track productivity concerns to root cause and see improvement actions through to closure with managers.
• Support managers in improving employee performance, motivation, engagement, and ownership.
• Develop initiatives for recognition, career growth, and internal mobility to strengthen retention and productivity.
• Measure effectiveness of initiatives through defined KPIs and periodic reviews.
• Maintain dashboards and reports covering engagement, retention, attrition, and productivity, with actions tracked to closure.

3. Employee Lifecycle Management – 10%

• Own employee lifecycle activities from joining to exit with consistent documentation and process quality.
• Coordinate onboarding, induction, employee documentation, probation confirmation, transfers, promotions, and other movements.
• Ensure timely completion and maintenance of employee records.
• Coordinate resignation, exit interviews, clearance, and full & final processes within defined turnaround time
• Maintain accurate employee data in HRMS and personnel files.
• Support implementation and communication of HR policies and processes.
• Coordinate with payroll and other departments, owning resolution when discrepancies arise.
• Ensure adherence to internal HR processes and documentation requirements.

Candidate Requirements

• Graduate/Postgraduate or a related discipline.
• 8–12 years of relevant HR experience.
• Mandatory: Prior HR experience in the Tool Industry / Engineering / Manufacturing Industry.
• Strong hands-on experience in end-to-end recruitment, particularly for technical and manufacturing roles.
• Good exposure to employee engagement and employee lifecycle management.
• Demonstrated track record of closing positions and initiatives on committed timelines, with measurable outcomes to show for it.
• Strong stakeholder management and coordination skills, with the ability to hold others accountable constructively.
• Excellent communication and interpersonal skills.
• Good negotiation and problem-solving abilities, with a solution-first approach.
• Proficiency in MS Excel, HRMS, recruitment portals, and HR tools.
• Ability to work independently, manage multiple requirements simultaneously, and deliver under pressure.
• Willingness to relocate from Surat to Pune as per business requirements is mandatory.

Key Competencies

• Talent Acquisition & Recruitment
• Technical & Manufacturing Recruitment
• Ownership, Accountability & Result Orientation
• Stakeholder Management
• Employee Engagement
• Employee Lifecycle Management
• Communication & Interpersonal Skills
• Negotiation Skills
• Problem Solving
• HRMS & MIS
• Planning & Coordination

Ideal Candidate Profile

A hands-on HR professional with 8–12 years of experience in the Tool Manufacturing Industry, who takes complete ownership of outcomes across recruitment (60%), employee engagement (30%), and employee lifecycle management (10%). This person operates with a bias for closure — anticipates roadblocks, resolves them independently, and delivers on commitments against clear timelines and metrics. Comfortable relocating from Surat to Pune based on business requirements.