Assistant General Manager - HR Operations

Role & responsibilities

Role Purpose

To lead and control HR operations across the organisation, ensuring accurate employee administration, effective HR systems, consistent implementation of policies, statutory compliance and timely HR support throughout the employee lifecycle.

Key Responsibilities

HR Operations Strategy

Develop and implement HR operations policies, SOPs and service standards.

Align HR operational processes with the companys business plans and showroom expansion.

Standardise HR practices across the corporate office, regions and showrooms.

Prepare the annual HR operations plan and budget.

Employee Lifecycle Management

Oversee all employee processes from joining through separation.

Ensure timely completion of appointment letters, confirmations, transfers, promotions, increments and relieving documents.

Monitor probation and confirmation schedules.

Ensure accurate documentation for employee movements and status changes.

Coordinate smooth onboarding and exit-clearance processes.

HR Policies and SOPs

Develop, review and update HR policies in consultation with the CHRO and management.

Communicate HR policies clearly across all locations.

Ensure uniform interpretation and implementation of policies.

Maintain proper approval controls and policy documentation.

Conduct periodic policy-awareness programmes.

Attendance, Leave and Workforce Administration

Control attendance, leave, shift, weekly-off and holiday-management processes.

Ensure attendance is closed accurately and submitted to Payroll within the defined timeline.

Monitor late attendance, absenteeism, unauthorised leave and excessive overtime.

Ensure showroom duty rosters comply with business and legal requirements.

Resolve attendance and leave discrepancies promptly.

Payroll Coordination

Provide verified employee data and attendance inputs to the Payroll team.

Validate new joiners, exits, salary revisions,incentives, recoveries and deductions.

Ensure payroll inputs are accurate and submitted according to schedule.

Review payroll exceptions and resolve employee salary concerns.

Maintain maker-checker and approval controls for all payroll-related changes.

HRMS and Employee Records

Ensure the HRMS contains complete and accurate employee information.

Lead HR process automation and digitisation initiatives.

Maintain employee personal files, service records and statutory documents.

Control access to confidential employee information.

Conduct regular HRMS and employee-file audits.

Generate reliable HR data and reports for management decisions.

Regional and Showroom HR Operations

Guide Regional HR Managers and showroom HR representatives.

Ensure HR policies and processes are followed consistently across all locations.

Conduct periodic HR operational audits of regions and showrooms. Resolve escalated employee and manager queries.

Support new-showroom openings, employee transfers and workforce deployment.

Employee Relations and Grievances

Establish a structured employee grievance-resolution process.

Ensure employee complaints are acknowledged, investigated and closed within defined timelines.

Support disciplinary enquiries and corrective-action processes.

Guide regional and functional managers in handling employee issues. Maintain confidentiality and fairness in all employee-related matters. Coordinate with the Employee Relations or Legal team when necessary.

Statutory Compliance and Audit Support

Coordinate compliance relating to employment records, working hours, leave, notices and statutory registers.

Work with the Compliance, Payroll and Legal teams on labour-law requirements.

Ensure timely closure of HR audit observations.

Provide employee documents and records during internal, statutory and management audits.

Monitor compliance requirements across different states.

Separation and Full-and-Final Settlement

Ensure resignations and terminations follow the approved process and delegation of authority.

Monitor notice periods, handover, clearances and recovery of company assets.

Coordinate timely full-and-final settlements with Payroll and Finance. Ensure relieving and experience letters are issued after completing all requirements.

Conduct exit interviews and analyse reasons for attrition.

Recommend corrective action to improve employee retention.

HR Budget and Vendor Management

Prepare and monitor the HR operations budget.

Manage HR vendors such as background-verification agencies, HRMS providers, manpower contractors and documentation services.

Evaluate vendor performance, service quality and cost efficiency.

Ensure proper agreements, approvals and invoice verification.

HR MIS and Management Reporting

Prepare weekly and monthly HR dashboards for the CHRO and management.

Report employee strength, vacancies, joining, exits, transfers, absenteeism and attrition.

Track regional and department-wise employee costs.

Analyse HR trends and highlight risks requiring management attention.

Maintain a single, reliable source of employee data.

Team Leadership

Lead HR Operations Managers, Deputy Managers, Assistant Managers and Executives.

Define team responsibilities, service-level standards and performance targets.

Review team productivity and quality of work.

Train team members on HR policies, HRMS, documentation and compliance.

Develop suitable successors for key HR operations positions.

Preferred candidate profile

MBA/PGDM in Human Resources or an equivalent qualification. Approximately 1520 years of HR experience, including at least 5 years in a senior HR operations role.

Experience in large retail, jewellery, FMCG or other multi-location organisations is preferred.

Strong knowledge of HR operations, HRMS, labour compliance, payroll coordination and employee relations.

Key Competencies

Multi-location HR operations management

HR policy development and implementation

HRMS and process automation

Employee lifecycle management

Labour-law and statutory-compliance knowledge

Data analysis and management reporting

Problem-solving and decision-making

Team leadership and stakeholder management

Confidentiality, integrity and attention to detail