Deputy Manager - HR Operations

Role & responsibilities

To ensure seamless HR operations across multiple EPC projects by managing manpower data, payroll inputs, HR compliance documentation, workforce analytics, mobilization and demobilization records, and audit-ready employee databases. The incumbent will support business leadership through accurate manpower intelligence, workforce cost analysis, and operational HR excellence.

1. Workforce Management & Manpower Analytics

• Maintain centralized manpower database for all active and upcoming projects.
• Track project-wise headcount, deployment, mobilization, demobilization, transfers, and manpower productivity.
• Prepare and publish Daily, Weekly, Monthly, and Management MIS reports.
• Analyse manpower trends, attrition, vacancies, productivity ratios, and utilization levels.
• Support SBG leadership with workforce planning and manpower optimization analytics.
• Generate reports on direct, indirect, staff, workmen, subcontractor, and outsourced manpower.
• Track manpower budgets versus actual deployment.

2. Project Mobilization & Demobilization Operations

• Coordinate employee mobilization for new projects in line with approved manpower plans.
• Monitor joining schedules, deployment status, and project movement orders.
• Maintain demobilization trackers and manpower release plans.
• Track manpower cost savings achieved through demobilization initiatives.
• Ensure timely documentation and approval workflows for employee movements.

3. HR Operations & Employee Lifecycle Management

• Manage employee onboarding, documentation, transfers, confirmations, promotions, and separations.
• Ensure timely updating of HRMS and employee master data.
• Maintain employee records and digital documentation for all project locations.
• Coordinate with Site HR teams for workforce data accuracy and standardization.

4. Payroll Input Management

• Consolidate payroll inputs from all project sites.
• Validate attendance, leave records, overtime, site allowances, incentive payouts, and deductions.
• Coordinate with payroll team for accurate salary processing.
• Reconcile payroll variances and address discrepancies.
• Ensure payroll inputs are submitted within established timelines.

5. Audit-Ready HR Documentation

• Maintain all employee records in audit-ready condition.
• Ensure completeness and accuracy of statutory, contractual, and HR documents.
• Support Internal Audit, ISO Audit, Client Audit, Labour Audit, and Compliance Reviews.
• Maintain document repositories with version control and retrieval mechanisms.
• Monitor closure of audit observations and compliance gaps.