Deputy Human Resource Manager

Opening with one of the leading manufacturing company in Bangalore

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Job Title:

Job Location

Overview

The HR Manager will be responsible for overseeing and managing all aspects of the Human

Resources function for a mid-sized organization with approx. 220 on-roll employees and approx. 80 contract employees. The role demands hands-on leadership in implementing HR strategies aligned with business objectives across both shop-direct and support departments.

Qualifications & Skills:

• Bachelors / Masters degree in HR or related field.

• Approx 10 years of experience in a manufacturing or engineering setup.

• Strong knowledge of labor laws and statutory compliance.
• Experience managing both on-roll and contract employees.
• Excellent interpersonal and conflict-resolution skills.
• Familiarity with HRMS/ERP tools is an advantage.

Key Responsibilities:

1. Talent Acquisition & Staffing:

• Plan and manage end-to-end recruitment for all departments, ensuring timely hiring for both permanent and contract roles.
• Coordinate with department heads (e.g., Machine Shop, Quality, Sales, Engineering) to understand hiring needs and job profiles.
• Liaise with staffing agencies for contract manpower.

2. Employee Onboarding & Offboarding:

• Ensure structured onboarding and induction programs.
• Manage exit interviews, full and final settlement processes.
• Maintain accurate employee records, ensuring legal compliance.

3. HR Operations:

• Manage HRMS systems and maintain personnel data (attendance, leave, payroll inputs).
• Track and report key HR metrics (attrition, absenteeism, headcount).
• Oversee contract employee management.

4. Compliance & Statutory Requirements:

• Ensure adherence to all labor laws (ESI, PF, Gratuity, etc.).
• Conduct regular audits and coordinate with finance and legal teams for compliance.

5. Performance Management:

• Facilitate annual performance appraisal cycles in collaboration with department managers.
• Develop tools and formats for performance feedback and development plans.

6. Employee Engagement & Culture Building:

• Design and implement engagement initiatives (events, reward & recognition programs).
• Act as a bridge between employees and management to maintain a positive workplace culture.
• Handle grievances and disciplinary actions in line with company policy.

7. Training & Development:

• Identify skill gaps in coordination with departmental heads (e.g., Quality, Assembly, Engineering).
• Coordinate technical and soft skill training programs for different levels.
• Maintain training records and evaluate effectiveness.

8. Policy Implementation & Communication:

• Develop, update, and communicate HR policies and SOPs.
• Ensure consistent implementation across departments.