Deputy Human Resource Manager

Role & responsibilities

1. Performance Management

Develop and monitor HR KPIs and KRAs aligned with organizational and business objectives.

Manage end-to-end quarterly performance management cycles, including goal setting, goal standardization, performance reviews, progress tracking, and timely closure.

Coordinate with HODs and reporting managers for effective quarterly, mid-year, and annual performance reviews.

Conduct quarterly CTC benchmarking against 35 comparable EPC companies and prepare comparative compensation positioning reports.

Track and analyze voluntary/involuntary attrition, employee turnover trends, and exit reasons, and provide actionable insights to management.

2. Learning & Development (L&D)

Conduct Annual Training Needs Assessment (TNA) in consultation with HODs and functional leaders.

Undertake competency mapping to identify functional, technical, and behavioral skill gaps.

Prepare and publish the Annual Training Calendar based on identified development needs.

Plan and coordinate a minimum of two training programs per quarter, covering technical/functional and behavioral development.

Measure training effectiveness through post-training feedback and evaluation, targeting 80%+ positive feedback.

Maintain training records and track participation, completion, feedback, and effectiveness.

3. Employee Engagement & Relations

Lead employee engagement and employee relations initiatives across Corporate Office, branches, and project locations.

Facilitate leadership-connect forums such as Round Tables, Coffee Talks, Town Halls, skip-level meetings, and interactive sessions to encourage open communication and employee feedback.

Plan and execute wellness, Rewards & Recognition (R&R), festivals, employee events, surveys, and culture-building initiatives.

Act as a bridge between employees and management, facilitating communication, grievance handling, feedback, and conflict resolution.

Conduct employee engagement/satisfaction surveys, analyze feedback, and translate findings into actionable HR initiatives.

Manage HR and employee-engagement communications through Outlook, Teams, newsletters, and Canvas, ensuring effective participation and timely completion of HR initiatives.

Preferred candidate profile

MBA HR with 6 to 8 years experience in Power Distribution / Transmission / Substation Industry