Deputy Manager - HR

Role overview

This position is for a Deputy Manager in Talent Acquisition, responsible for leading hiring for the North Zone end to end. The role covers recruitment for positions ranging from Executive to Deputy Manager (L1 level) and requires close collaboration with zonal leaders to ensure hiring plans are delivered on time, with strong candidate quality and a positive applicant experience.

Key responsibilities

• Own recruitment delivery for the North Zone across functions, covering Executive to Deputy Manager level hiring.
• Partner with business leaders such as COOs, functional heads, and hiring managers to align workforce plans with business needs.
• Ensure positions are closed within defined turnaround times while following governance standards and established processes.
• Create and sustain strong talent pipelines for critical and repeat hiring needs.
• Work closely with zonal leadership as a strategic hiring advisor by sharing market intelligence, talent availability insights, and feasibility inputs.
• Hold regular review meetings and status updates with stakeholders to improve clarity and decision-making.
• Set and manage expectations around compensation ranges, talent availability, and diversity goals.
• Improve hire quality through structured assessments and competency-based evaluation methods.
• Deliver a strong candidate journey, especially for strategic and high-impact roles.
• Stay connected with shortlisted and offered candidates to reduce dropouts.
• Follow TA policies, SOPs, and audit requirements, including P1/P2 classification, documentation, and approvals.
• Maintain accurate hiring reports and dashboards for zone-level performance monitoring.
• Coordinate with Rewards and HRBP teams for compensation alignment and necessary approvals.
• Drive diversity hiring initiatives and support broader representation across key roles in the zone.

Experience required

The role calls for 12 to 15 years of work experience.

Benefits and workplace policies

The organization provides a wide set of people policies and benefits, including childcare support for birthing, commissioning, or adoptive parents and their partners; 6 months of paid leave for primary caregivers; 2 months of paid leave for secondary caregivers; flexible return-to-work options for primary caregivers; caregiver travel support during work travel; and coverage for childbirth and fertility treatment.

It also offers gender-neutral anti-harassment policy, same-sex partner benefits equal to married spouses, support for gender reassignment surgery and hormone replacement therapy, community partnerships and advocacy, and Persons with Disability (PwD) care.

Wellness offerings include comprehensive health insurance, accident cover for employees and family members with top-up options, elder care support, preventive healthcare, OPD coverage for vaccinations, dental and vision needs, uncapped sick leave, flexible work arrangements including remote and part-time options, and mental wellness support through programmes, resources, and counselling.

Recognition programs are available for individual, team, and business achievements through digital and offline instant recognition platforms.

Equal opportunity statement

The company emphasises inclusion and states that discrimination is not tolerated in any form. Hiring is based on merit, and equal opportunity is provided regardless of nationality, race, colour, religion, caste, gender identity or expression, sexual orientation, disability, age, or marital status.