Deputy Manager/Asst. Manager-HR

A. Manpower Planning & Recruitment

• Coordinate annual and periodic manpower planning based on business requirements.

• Review manpower requisitions and ensure recruitment against approved positions.

• Manage end-to-end recruitment for executive, supervisory, and management positions.

• Develop effective sourcing channels, including job portals, employee referrals, social media, campus recruitment and recruitment agencies.

• Maintain talent pools for critical and hard-to-fill positions.

• Conduct CV screening and preliminary interviews and coordinate selection processes.

• Coordinate written tests, technical assessments, competency-based interviews, and background verification.

• Monitor recruitment timelines and ensure vacancies are filled within agreed targets.

B. Employee Relations & Engagement

• Maintain positive employee relations and promote a healthy workplace environment.

• Address employee grievances and coordinate appropriate resolution.

• Support management in handling disciplinary matters, misconduct, and workplace behavioral issues.

• Conduct employee counselling where required.

• Coordinate employee engagement, welfare, and recognition programs.

• Monitor employee satisfaction and identify areas requiring HR intervention.

• Support communication between employees and management.

C. Performance Management

• Coordinate the annual performance management process.

• Ensure timely completion of goal setting, performance reviews and appraisal activities.

• Support departments in developing appropriate KPIs and performance objectives.

• Monitor performance improvement plans (PIPs) for underperforming employees.

• Analyse performance appraisal results and identify talent development requirements.

• Support promotion, increment, and succession-related recommendations.

D. Learning & Development

• Conduct training needs analysis in coordination with functional departments.

• Prepare and implement annual training and development plans.

• Coordinate internal and external training programs.

• Monitor training participation, effectiveness, and post-training application.

• Support leadership development, supervisory development and management development initiatives.

• Maintain training records and evaluate training ROI.

E. Talent Management & Succession Planning

• Support identification of high-potential employees and critical talent.

• Develop and maintain talent pools for key organizational positions.

• Support succession planning for critical roles.

• Coordinate career development initiatives and internal mobility.

• Assist in developing competency frameworks and career pathways.

• Support talent review and calibration sessions with management.

F. HR Policy & Process Improvement

• Review existing HR policies and recommend improvements based on organisational requirements.

• Develop and update HR SOPs, forms, guidelines and workflows.

• Ensure consistent application of HR policies across departments/factories.

• Identify opportunities for HR automation and process digitalisation.

• Improve HR service delivery through data-driven process improvement.