Hiring For Deputy Manager/ Manager - HR Operations

Key Responsibilities

A. HR Operations and Employee Lifecycle Management

• Manage end-to-end employee lifecycle processes for the assigned entities,

including onboarding, documentation, confirmation, transfers, changes in

designation and compensation, employee records, separation and exit

formalities.

• Ensure timely processing and closure of employee requests and HR

transactions in coordination with employees, Functional Managers, campus

HR representatives and relevant internal stakeholders.

• Maintain accurate and updated employee data, personnel records and HR

documentation in the HRIS.

• Coordinate with Finance and other relevant departments for payroll inputs,

employee-related changes and timely resolution of discrepancies.

• Monitor pending transactions and employee cases and ensure timely closure

in accordance with established processes and timelines.

B. Performance Management and Goal Setting

• Coordinate and execute the annual performance appraisal cycle for the

assigned entities, including process planning, communication, system

configuration coordination, tracking and closure.

• Facilitate annual goal setting and KPI documentation in consultation with

Functional Managers and business stakeholders.

• Ensure completion of self-appraisals, reporting-manager assessments, review

discussions and other appraisal milestones within the prescribed timelines.

• Conduct preliminary quality checks on KPI documentation, appraisal records

and process completion.

• Coordinate performance enhancement processes, including Performance

Enhancement Plans (PEPs), wherever applicable under the organisation's

policy.

• Track completion, identify delays and follow up with stakeholders to ensure

adherence to the appraisal calendar.

• Coordinate the MYPD process across the assigned entities, including

communication, nominations or participation tracking, completion monitoring

and records.

• Support the implementation of employee development initiatives, learning

interventions and other people-related programmes as assigned

C. Faculty Career Advancement Scheme (CAS)

• Manage the annual faculty Career Advancement Scheme (CAS) process for

applicable institutes.

• Coordinate eligibility verification, documentation, applications, assessments,

committee schedules and approvals in accordance with the applicable

scheme.

• Maintain CAS records and ensure timely communication and closure of the

process.

• Coordinate with academic leadership and relevant stakeholders to ensure

procedural consistency and appropriate documentation.

D. HRIS, Data Management and Reporting

• Manage day-to-day HRIS workflows and coordinate with system vendors, IT

and internal stakeholders for issue resolution and process improvements.

• Ensure timely and accurate updating of employee information, organisational

structures, reporting relationships, attendance, leave, performance and other

relevant records.

• Monitor HRIS transactions, pending approvals, system errors and data

discrepancies.

• Prepare periodic HR dashboards and reports covering headcount, employee

movements, lifecycle transactions, appraisal status, MYPD, budget-related

information and other HR metrics.

• Support HRIS enhancements, automation, workflow redesign, dashboard

development and integration initiatives.

• Contribute to the standardisation of HR data definitions, reporting formats and

processes across group entities.

E. Attendance, Leave and Payroll Coordination

• Coordinate attendance and leave processes for the assigned entities,

including monitoring data accuracy, pending regularisations and approval

status.

• Compile and validate attendance, leave, employee movement and other

relevant payroll inputs before sharing them with Finance.

• Coordinate with Finance to resolve payroll-related discrepancies, missing

inputs and employee queries requiring HR intervention.

• Maintain appropriate documentation and ensure that inputs are submitted

within prescribed payroll timelines.

• Support improvements in attendance, leave and payroll-input workflows

without assuming responsibility for payroll processing owned by Finance.

F. HR Budgeting and Quarterly Reconciliation

• Coordinate quarterly HR budget reconciliation for the assigned entities.

• Compile budgeted versus actual expenditure and reconcile relevant HR costs,

including recruitment, employee development, employee benefits and other

applicable HR expenses.

• Identify variances, obtain explanations from relevant stakeholders and

prepare supporting reports.

• Track agreed corrective actions and ensure timely closure of pending

reconciliation items.

G. Centralised HR Operations and Group-Wide Projects

• Contribute to centralised HR Operations activities and group-wide initiatives,

irrespective of the assigned entity portfolio.

• Support the development, review and implementation of HR policies, SOPs,

templates, calendars, dashboards and process documentation.

• Participate in HRIS improvement projects, appraisal process enhancement,

employee lifecycle redesign, automation and other assigned HR

transformation initiatives.

• Provide operational support and process guidance to other entities when

assigned, including schools, to facilitate cross-entity consistency and

knowledge sharing.

• Identify recurring operational issues and recommend practical solutions to

improve turnaround time, accuracy and employee experience.

H. Process Adherence, Documentation and Governance Support

• Ensure compliance with approved internal HR policies, processes, timelines

and documentation requirements.

• Maintain audit-ready records and provide relevant data, documentation and

explanations for periodic reviews and audits.

• Flag process deviations, data inconsistencies, recurring errors and potential

operational risks.

• Implement corrective actions assigned following governance reviews and

track their closure.

• Support in preparing consolidated reports and management updates.

I. Talent Acquisition & Process improvement

• Manage end-to-end recruitment for selected positions, as assigned, including

sourcing, screening, interview coordination, selection and offer release.

•

• Support the standardisation of Talent Acquisition processes across group

entities, including recruitment workflows, documentation, tracking and

reporting.

• Contribute to the development and implementation of recruitment systems,

including HRIS integration, AI-enabled tools and automation, to improve

recruitment efficiency and effectiveness.

• Identify opportunities for process improvement and support the development

of a structured, technology-enabled Talent Acquisition framework across the

Group.

4. Qualification and Experience

• MBA/PGDM in Human Resources or an equivalent qualification.

• Approximately 812 years of relevant experience in HR Operations,

preferably in a multi-location or multi-entity organisation.

• Experience in performance management, HRIS, employee lifecycle, HR

reporting and HR process improvement.

• Exposure to academic institutions, faculty HR processes or higher education

will be an advantage.

• Experience in managing cross-functional stakeholders and implementing HR

processes across multiple locations.

5. Key Competencies

• Strong execution and process management.

• Analytical ability and attention to detail.

• HRIS and data management capability.

• Planning, coordination and follow-through.

• Stakeholder management and communication.

• Problem-solving and continuous improvement mindset.

• Ownership, accountability and confidentiality.

• Ability to work across multiple entities and manage competing priorities.