HR Professional

#### **Job Description**

\#\# About the Role – Main Responsibilities

The Assistant Manager – Human Resources will be responsible for managing core HR operations and supporting a positive employee experience. As an HR Professional within the Human Resources function, the role will provide end\-to\-end support across employee lifecycle management, employee engagement, payroll coordination, employee relations, reporting, and workforce administration.

• \*\*Human Resources Operations\*\*
• Manage end\-to\-end employee lifecycle processes, covering:
• Employee onboarding and joining formalities.
• Employee documentation and HR records.
• Employee movement and related HR transactions.
• Separation, exit formalities, and closure activities.
• Ensure that HR processes are executed accurately, consistently, and within the defined timelines.
• Maintain appropriate documentation and records in accordance with organizational processes and applicable HR requirements.

• \*\*Employee Lifecycle Management\*\*
• Coordinate onboarding activities to support a smooth and professional joining experience.
• Provide employees with timely guidance on HR processes, policies, documentation, and employment\-related queries.
• Monitor employee lifecycle events and coordinate with relevant internal stakeholders to ensure process completion.
• Support exit formalities, including:
• Resignation and separation documentation.
• Exit interviews.
• Clearance coordination.
• Full\-and\-final settlement inputs and follow\-up.
• Ensure that employee concerns and lifecycle\-related requests are addressed with confidentiality, sensitivity, and professionalism.

• \*\*Employee Engagement and Employee Connect\*\*
• Drive employee engagement and employee\-connect initiatives in coordination with internal stakeholders.
• Facilitate regular communication and interaction with employees to understand their needs, concerns, and workplace experience.
• Support initiatives that contribute to employee morale, inclusion, collaboration, and engagement.
• Identify recurring employee concerns and escalate or coordinate appropriate interventions.
• Contribute to building a positive and responsive employee experience.

• \*\*Recruitment and Third\-Party Payroll Employee Management\*\*
• Coordinate recruitment activities for third\-party payroll employees in line with workforce requirements.
• Work with stakeholders and relevant service providers to support timely manpower deployment.
• Facilitate documentation, joining coordination, and onboarding activities for third\-party payroll employees.
• Maintain appropriate records and support ongoing HR administration for off\-roll employees.
• Ensure that recruitment and employee\-management activities are coordinated in accordance with established processes and requirements.

• \*\*HR Employee Support and HR SPOC Responsibilities\*\*
• Act as the Human Resources point of contact for employee queries and support.
• Provide clear, timely, and appropriate guidance on HR processes and employee\-related matters.
• Coordinate with the Compensation and Benefits, payroll, business, and other support teams for resolution of employee requests.
• Maintain a service\-oriented approach while handling sensitive and confidential employee information.
• Track open queries and ensure effective follow\-up until resolution.

• \*\*Payroll and Compensation Coordination\*\*
• Coordinate payroll\-related inputs with the Compensation and Benefits team.
• Ensure that relevant employee changes, attendance\-related inputs, joining details, separation information, and other approved HR inputs are shared accurately and within timelines.
• Validate information received from stakeholders and highlight discrepancies for correction.
• Support timely resolution of payroll\-related employee queries by coordinating with the appropriate internal teams.

• \*\*Full\-Time Employee Management\*\*
• Manage and coordinate HR activities relating to full\-time employees.
• Maintain accurate employee information and support completion of employee\-related processes.
• Coordinate with managers and employees on HR transactions, documentation, lifecycle events, and employee support matters.
• Ensure consistency in the application of HR processes and timely closure of assigned activities.

• \*\*HR Analytics and Reporting\*\*
• Prepare HR analytics, dashboards, and management reports using Microsoft Excel.
• Compile and validate employee data relating to workforce strength, employee lifecycle activities, recruitment, exits, and other HR operations.
• Present information in a structured and understandable manner to support management review and decision\-making.
• Maintain data accuracy, confidentiality, and consistency across HR reports.
• Identify relevant trends or exceptions in HR data and bring them to the attention of the appropriate stakeholders.

• \*\*Stakeholder Management and Collaboration\*\*
• Work closely with business managers, employees, Compensation and Benefits, payroll teams, recruitment partners, and other internal stakeholders.
• Build effective working relationships to ensure smooth execution of HR operations.
• Coordinate multiple activities simultaneously while maintaining accuracy and service quality.
• Follow up proactively on pending actions and ensure timely closure of dependencies.
• Demonstrate ownership of assigned responsibilities and contribute to the effective functioning of HR operations.

• \*\*Core Competencies Expected\*\*
• Strong interpersonal and employee\-support skills.
• Clear verbal and written communication.
• Effective stakeholder\-management capability.
• Sound understanding of HR operations and employee lifecycle processes.
• Ability to manage confidential and sensitive information responsibly.
• Strong coordination, follow\-up, and organizational skills.
• Attention to detail and accuracy in documentation and reporting.
• Ability to use data and reports to support HR decision\-making.
• A proactive, responsive, and solution\-oriented approach.
• Commitment to delivering a positive employee experience.

\#\# What do we need in a candidate?

\#\#\# Educational Qualification

• MBA in Human Resources is required.

\#\#\# Relevant Experience

• 3 to 8 years of relevant professional experience in Human Resources.
• Experience in HR operations and employee lifecycle management.
• The candidate should be capable of independently managing multiple HR activities and coordinating with diverse stakeholders.

\#\#\# HR Operations and Employee Lifecycle Expertise

• Practical experience in managing employee lifecycle processes from onboarding to exit.
• Understanding of employee documentation, HR records, employee support, separation processes, exit interviews, and full\-and\-final settlement coordination.
• Ability to execute HR processes accurately and within defined timelines.
• Awareness of the importance of process compliance, confidentiality, and data accuracy.

\#\#\# Third\-Party Payroll and Off\-Roll Employee Management

• Experience in coordinating recruitment and HR activities for third\-party payroll or off\-roll employees.
• Ability to coordinate with service providers, business stakeholders, and internal teams

#### **Short Info**

• Posted: 1 day(s) ago
• Location: Delhi
• Qualifications: MBA \- HR
• Experience: 3 Years \- 0 Months To 8 Years \- 0 Months