Assistant Manager

Experience : 5+ yearsWork timings : 1 PM to 10 PM ISTPosition Requirements : - Minimum 5 years of proven experience working as an HR Business Partner- Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and respective employment laws.- Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.- Raise new and backfill job requisitions and work closely with stakeholders on JD creation, budget and title identification.- Conduct RACI meetings with Functional Managers and Line Managers.- Work closely with various teams to resolve hiring bottlenecks and provide inputs on talent acquisition strategy.- Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.- Excellent time management skills with a proven ability to meet deadlines.- Strong analytical and problem-solving skills.- Proficient with Microsoft Office Suite or related software.- Excellent verbal and written communication skills.- Excellent interpersonal skills.- Excellent organizational skills and attention to detailRole & Responsibilities : - Collaborate with Engineering leadership to understand business goals and challenges.- Conduct weekly meetings with respective business units and consult with line management, providing HR guidance when appropriate.- Analyse trends and metrics in partnership with the HR group to develop solutions, programs and policies.- Manage and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.- Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the legal department as needed / required.- Provide day-to-day performance management guidance to line management (e.G., coaching, counselling, career development, disciplinary actions).- Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.- Provides HR policy guidance and interpretation.- Provides guidance and input on business unit restructures, workforce planning and succession planning.- Partner with senior leadership to develop and implement effective HR policies and practices that will support the strategic growth of a business.- Educate, coach, and partner with managers on performance management and employee development goals.- Identify training needs for business units and individual executive coaching needs.- Participate in the continual development of HR programs, such as recruiting, retention, compensation, benefits, and Learning & Development.- Collaborate with the HR team to champion and accelerate a culture of excellence in which people feel engaged and inspired to deliver top business results.- Develop people strategies and design approaches for diagnosing and enhancing organizational effectiveness and employee satisfaction.- Analyse and interpret various types of employee reports (e.G., compensation, job levels, and attrition) to guide decision making and provide proactive solutions to their client group.- Partner with stakeholders to work on value-added programs in areas of training, development, career mobility, and job performance.- Performs other related duties as assigned