Assistant Manager – Human Resources
New Delhi
A Public Health Consulting Organization
We are a health systems consulting organization dedicated to strengthening public health outcomes across India. We partner with government agencies, healthcare providers, development organizations, academic institutions, and funding partners to address complex public health challenges through practical, evidence-based solutions.
Our work spans health systems strengthening, primary healthcare, digital health, environmental health, mental health, nutrition, and emergency response, with a strong focus on improving the health of women and children. Combining technical expertise with implementation experience, we help partners translate strategy into measurable impact.
Operating as a professional consulting organization, we deliver high-quality advisory and implementation support with agility, rigor, and a commitment to sustainable health outcomes for communities across India.
Position Summary
The Assistant Manager – Human Resources will be responsible for managing end-to-end HR operations and establishing robust HR systems, policies, controls, and compliance frameworks for the Company. The role will support organizational growth by ensuring effective talent management, employee engagement, statutory compliance, governance, audit readiness, and people-related risk management.
The incumbent will function as a key HR business partner and compliance focal point, ensuring that all people practices are aligned with organizational policies, applicable labour laws, regulatory requirements, and governance standards.
Reports To: Executive Director
Key Responsibilities
1. HR Operations & Employee Lifecycle Management
• Manage the complete employee lifecycle including recruitment, onboarding, confirmation, promotion, transfer, contract management, separation, and post-employment documentation.
• Ensure maintenance of accurate employee records and personnel files.
• Oversee issuance of employment contracts, amendments, offer letters, confirmation letters, promotion letters, and separation documentation.
• Ensure timely completion of background verification, induction, and employee onboarding processes.
• Coordinate employee exits, full-and-final settlements, and exit interviews.
2. Talent Acquisition & Workforce Planning
• Lead end-to-end recruitment processes for approved positions.
• Coordinate workforce planning and staffing activities in consultation with department heads.
• Develop and update job descriptions and organizational structures.
• Manage candidate sourcing, screening, interviewing, selection, and onboarding activities.
• Build talent pipelines for critical and hard-to-fill positions.
• Maintain recruitment metrics and hiring dashboards.
3. Compensation, Benefits & Payroll Administration
• Coordinate payroll inputs and monthly payroll validation.
• Ensure administration of employee compensation, benefits, insurance, and welfare programs.
• Support annual compensation reviews, promotions, and salary revision exercises.
• Manage employee benefit programs including health insurance, gratuity, and retirement benefits.
• Support compensation benchmarking and salary structure reviews.
• Ensure timely and accurate processing of final settlements.
4. HR Compliance, Labor Law Management & Audit Readiness
• Ensure compliance with all applicable labour laws, employment regulations, and statutory requirements.
• Develop and maintain an HR compliance calendar to monitor all statutory obligations.
• Coordinate compliance relating to:
o Provident Fund (PF)
o Employee State Insurance (ESI)
o Gratuity
o Bonus
o Professional Tax
o Shops & Establishments Act
o POSH Act
o Labor Welfare requirements
o Social Security obligations
o Applicable provisions under new labour codes as and when notified
• Maintain all statutory registers, records, notices, returns, and documentation.
• Conduct periodic HR compliance reviews and compliance risk assessments.
• Coordinate labour law audits, internal audits, and statutory inspections.
• Ensure closure of audit observations and compliance action items within agreed timelines.
• Serve as the focal point for HR compliance documentation and regulatory reviews.
• Keep management informed of changes in labour laws and recommend required policy updates.
5. Governance, Policies & Internal Controls
• Support development, implementation, and periodic review of HR policies, SOPs, employee handbook provisions, and HR governance frameworks.
• Ensure consistent application of organizational policies and employment practices.
• Develop and maintain HR controls to reduce compliance and operational risks.
• Establish systems for policy communication, employee awareness, and compliance monitoring.
6. Performance Management & Talent Development
• Administer performance management processes including goal setting, mid-year reviews, annual appraisals, and development planning.
• Support managers in managing underperformance and implementation of Performance Improvement Plans (PIPs).
• Support succession planning and talent review exercises.
7. Learning, Development & Compliance Training
• Coordinate learning and development initiatives across the organization.
• Track completion of mandatory compliance training programs including:
o Ethics
o Safeguarding
o POSH
o Information Security
o Code of Conduct
• Maintain training records and learning dashboards.
• Support leadership development and capability-building programs.
8. Employee Relations & Workplace Culture
• Serve as a trusted HR partner for employee relations matters.
• Support grievance management, disciplinary processes, investigations, and conflict resolution.
• Coordinate employee engagement, wellbeing, diversity, equity, inclusion, and recognition initiatives.
• Facilitate employee communication and feedback mechanisms.
• Promote a positive, inclusive, and values-driven workplace culture.
9. HR Systems, Data Governance & Analytics
• Administer HRMS and employee databases.
• Ensure integrity, security, confidentiality, and proper maintenance of employee data.
• Generate HR dashboards and workforce analytics reports.
• Monitor and analyze:
o Attrition trends
o Recruitment metrics
o Diversity data
o Workforce costs
o Employee engagement indicators
• Identify opportunities for automation and process improvement.
10. Vendor & Third-Party Workforce Compliance
• Manage relationships with HR service providers, recruitment agencies, insurance providers, training vendors, and background verification vendors.
• Monitor vendor compliance and service quality.
11. Budgeting & Financial Coordination
• Support preparation and monitoring of annual HR budgets.
• Track recruitment, employee benefit, learning and development, and engagement costs.
• Support HR inputs for annual operating plans and workforce budgeting.
• Coordinate HR-related procurement and vendor payments.
12. Organizational Development & Change Management
• Support organizational restructuring, job evaluation, role alignment, and workforce optimization initiatives.
• Assist in developing organization structures and staffing models.
• Support change management activities associated with growth, transformation, and organizational transitions.
• Facilitate employee communication and transition management during organizational change.
13. Risk Management, Ethics & Safeguarding
• Support implementation of ethics, safeguarding, whistleblower, and workplace conduct frameworks.
• Monitor compliance with organizational policies and mandatory training requirements.
• Support investigations involving misconduct, policy violations, and employee complaints.
• Maintain records and documentation related to employee conduct matters.
• Promote a culture of integrity, accountability, and ethical behavior.
14. Corporate Governance, Board & Regulatory Reporting
• Support preparation of HR reports for management, Board, investors, regulatory bodies, auditors, and other stakeholders.
• Maintain audit-ready HR documentation and compliance records.
• Support HR due diligence exercises, internal reviews, and corporate governance assessments.
• Prepare workforce reports, compliance reports, and people metrics for leadership review.
• Ensure organizational readiness for donor reviews, governance audits, and regulatory inspections.
Qualifications
• Master's Degree in Human Resources, Personnel Management, Business Administration, Social Work, or related discipline.
• Professional certification in HR or labor law compliance would be an added advantage.
Experience
• 6–8 years of progressively responsible HR experience.
• Experience across HR operations, recruitment, performance management, labor law compliance, and employee relations.
• Experience supporting audits, compliance reviews, and HR governance processes.
• Experience in a healthcare, consulting, not-for-profit, development sector, or corporate environment preferred.
• Experience supporting a new entity setup, organizational transition, or high-growth environment will be an advantage.
Key Competencies
Functional
• HR Operations
• Labor Law Compliance
• HR Governance
• Audit Readiness
• Compensation & Benefits
• Talent Acquisition
• Employee Relations
• HR Analytics
• HR Systems
Behavioral
• Integrity & Confidentiality
• Attention to Detail
• Ownership & Accountability
• Stakeholder Management
• Problem Solving
• Analytical Thinking
• Collaboration
• Change Agility
The Company is an equal opportunity employer. All qualified applicants will receive consideration for employment
without regard to race, ethnicity, gender, religion, disability, or any other protected characteristic. Women candidates and candidates from underrepresented groups are strongly encouraged to apply.
Interested candidates are requested to share their updated resume along with a cover letter at the following email address : publichealthconsultancy9@gmail.com