Assistant Manager - HR

Role & responsibilities :

A. Talent Acquisition & Recruitment

• Manage end-to-end recruitment for Field Officers (FO), Branch Managers (BM), Assistant Managers (AM), Area Managers, Regional Managers, and other positions within the Microfinance business.
• Drive high-volume recruitment for the JLG lending segment across assigned states and locations.
• Source candidates through job portals, employee referrals, social media, consultants, local networks, and open-market hiring.
• Conduct initial screening, interview coordination, salary negotiations, offer release, and joining follow-ups.
• Build a strong pipeline of candidates to ensure timely closure of approved vacancies.
• Focus on local hiring and candidates familiar with rural markets and field-based operations.

B. Manpower Planning & Vacancy Management

• Coordinate with Business Heads, Regional Managers, Area Managers, and Branch Managers to understand manpower requirements.
• Track approved positions, vacancies, recruitment ageing, offers, and joining commitments.
• Prepare daily, weekly, and monthly recruitment MIS and state-wise hiring dashboards.
• Ensure recruitment against approved manpower budgets and organizational requirements.
• Monitor branch-wise manpower availability and support new branch openings and business expansion.

C. Recruitment Productivity & TAT

• Achieve assigned monthly joining targets and position-wise recruitment SLAs.
• Ensure timely candidate mobilization, interview scheduling, selection, and onboarding.
• Monitor recruiter-wise productivity, sourcing conversion, offer-to-joining ratio, and vacancy closure TAT.
• Follow up with selected candidates to minimize offer dropouts and joining delays.
• Escalate critical vacancies and recruitment bottlenecks to the reporting manager.

D. Stakeholder Management

• Maintain regular coordination with Business Teams, HR Business Partners, Regional HR, and Operations.
• Conduct periodic recruitment review meetings with business stakeholders.
• Share recruitment progress, challenges, and action plans with management.
• Ensure recruitment commitments made by business teams and recruiters are tracked to closure.

E. Recruitment Compliance & Quality

• Ensure compliance with age, education, experience, distance, and other company-specific hiring criteria.
• Verify candidate documents and coordinate background verification as per company policy.
• Ensure proper documentation of candidate selection, approvals, and offers.
• Maintain recruitment records and ensure adherence to the organization's recruitment process.
• Focus on quality of hire, candidate suitability, retention, and reduction in early attrition.

F. Cost Optimization

• Reduce dependency on external recruitment consultants through employee referrals, direct sourcing, and local recruitment drives.
• Optimize recruitment costs while maintaining hiring quality and timelines.
• Develop sustainable local sourcing channels for rural and semi-urban markets.

3. Key Performance Indicators (KPIs)

• Monthly target achievement and number of successful joinings.
• Vacancy closure within defined recruitment TAT.
• Branch-wise and state-wise manpower fulfilment.
• Recruiter-wise productivity and sourcing conversion.
• Offer-to-joining ratio and joining commitment adherence.
• Recruitment cost per joining.
• Early attrition and quality of hire.
• Compliance with recruitment policies and documentation standards.

Preferred candidate profile

4. Required Qualifications & Experience

• Graduate in any discipline; MBA/PGDM in Human Resources will be preferred.
• Approximately 36 years of experience in Talent Acquisition, preferably within Microfinance, NBFC, or Banking.
• Experience in high-volume hiring for the JLG segment is highly preferred.
• Strong understanding of frontline recruitment for Field Officers, Branch Managers, and other field-sales positions.
• Experience in managing recruitment across multiple branches, districts, or states.

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