DHL—Assistant Manager - Human Resource ( JPR)

Job description

Description: Job Title - Executive / Senior Executive / Assistant Manager – Human Resources (HR Business Partner) Function -Human Resources Reports To Manager – Human Resources (HR Business Partner) Location - JPR (Jaipur) Travel Required 25% ☑ 50% ☐ 75% ☐ About DHL Blue Dart Express India (Use the standard "About DHL Blue Dart Express India" section from your master JD.) Position Overview The Executive / Senior Executive / Assistant Manager – Human Resources (HR Business Partner) supports the delivery of the regional people agenda by partnering with business managers and HR stakeholders across an assigned cluster of branches. The role is responsible for executing core HR processes, supporting workforce planning, employee engagement, talent initiatives, performance management and HR governance while ensuring consistent application of organisational policies and people practices. Reporting to the Manager – Human Resources (HR Business Partner), the incumbent works closely with Branch Managers, Operations leaders, HR Centres of Excellence and Regional HR teams to strengthen workforce capability, improve employee experience and support business performance through effective execution of HR programmes and people initiatives. Job Purpose To support business performance by delivering consistent, timely and effective HR solutions across the employee lifecycle while partnering with business leaders to strengthen workforce capability, employee engagement, compliance and organisational effectiveness. Key Roles & Responsibilities HR Business Partnering Support - Support the Manager – HR Business Partner in implementing people strategies and HR initiatives across the assigned business units. - Build effective working relationships with Branch Managers, Operations leaders and employees to support day-to-day HR requirements. - Provide timely guidance to managers on HR policies, employee lifecycle processes and organisational practices. - Support implementation of regional and corporate HR initiatives aligned with business priorities. - Escalate complex people matters to the Manager – HR Business Partner where appropriate. Workforce Planning & Talent Acquisition Support - Coordinate manpower planning activities and monitor workforce requirements across assigned branches. - Partner with Talent Acquisition teams to support timely hiring, onboarding and workforce readiness. - Track critical vacancies, recruitment progress and onboarding effectiveness. - Support workforce planning reviews by maintaining accurate manpower data and workforce reports. - Assist in implementation of employer branding and talent attraction initiatives within the region. Performance Management & Talent Support - Support implementation of performance management processes including goal setting, mid-year and annual performance reviews. - Coordinate performance management timelines and ensure completion of required documentation. - Support talent review discussions and development planning activities. - Coordinate learning nominations and development initiatives in partnership with Learning & Development teams. - Maintain performance and talent records, dashboards and reports for regional review. Employee Engagement & Culture - Support implementation of employee engagement initiatives, leadership connect programmes and organisational culture activities across the assigned business units. - Coordinate employee engagement surveys, feedback sessions and action planning activities. - Support implementation of employee recognition, wellness and employee experience initiatives. - Partner with managers to strengthen employee morale, retention and workplace engagement. - Monitor engagement trends and share recommendations with the Manager – HR Business Partner for improvement. Employee Relations Partnership - Partner with the Employee Relations team and business leaders to ensure consistent implementation of employee relations policies and practices. - Support managers in handling employee concerns, disciplinary processes, grievance management and policy interpretation. - Coordinate employee relations documentation and ensure timely closure of assigned actions. - Promote awareness of organisational values, Code of Conduct and HR policies across assigned branches. - Escalate complex employee relations matters to the Manager – HR Business Partner and Employee Relations team where required. HR Governance & Compliance - Ensure consistent implementation of HR policies, employee lifecycle processes and governance standards across assigned branches. - Support compliance with statutory requirements, HR audits and internal governance processes. - Maintain employee records, HR documentation and people data in accordance with organisational requirements. - Track closure of HR audit observations and governance action plans. - Promote adherence to ethical standards, confidentiality and organisational compliance requirements. HR Analytics & Reporting - Prepare and maintain HR dashboards relating to headcount, vacancies, hiring, attrition, absenteeism, employee movements and performance metrics. - Analyse workforce trends and highlight people-related risks or opportunities to the Manager – HR Business Partner. - Support preparation of business reviews by providing accurate HR data and workforce insights. - Ensure accuracy and integrity of HR information systems and employee records. - Monitor HR process timelines and support timely completion of people initiatives. Cross-functional Collaboration - Work closely with Talent Acquisition, Learning & Development, Employee Relations, Compensation & Benefits and HR Operations teams to ensure seamless delivery of HR services. - Partner with Operations, Commercial and Support Function leaders to address day-to-day people requirements. - Support implementation of organisational initiatives, HR projects and change management programmes across the region. - Build collaborative working relationships with internal stakeholders to enhance service delivery and business partnership. Teamwork & Continuous Improvement - Support continuous improvement of HR processes, employee experience and service delivery standards. - Promote adoption of digital HR tools, standardised workflows and data-driven decision-making. - Identify opportunities to simplify HR processes and improve operational efficiency. - Share best practices and contribute to regional HR projects and organisational initiatives. - Foster a culture of teamwork, collaboration, integrity, accountability, customer centricity and continuous learning within the HR function. Qualifications & Experience Education - Bachelor's Degree in Human Resources, Business Administration, Psychology, Commerce or a related discipline is mandatory. - MBA / Master's Degree in Human Resources, Personnel Management or Business Administration will be preferred. - Professional certification in Human Resources or Talent Management will be an added advantage. Experience - 3–6 years of experience in Human Resources, preferably in HR Business Partnering, HR Operations or Generalist HR roles. - Experience supporting business leaders across talent acquisition, performance management, employee engagement, employee relations and HR operations. - Exposure to large operational or customer-facing workforces in logistics, transportation, manufacturing, retail or similar industries will be preferred. - Experience working with HR analytics, HRIS and employee lifecycle processes. - Working knowledge of labour legislation, HR policies and statutory compliance requirements will be an added advantage. Skills & Capabilities Technical Skills - HR Business Partnering - Workforce Planning & Position Management - Talent Acquisition Coordination - Performance Management - Employee Engagement & Culture - Employee Relations Support - HR Policies & Employee Lifecycle Management - HR Analytics & Reporting - HRIS & Microsoft Office Applications - HR Governance & Compliance Behavioural Competencies - Customer Centricity - Relationship Building - Communication & Interpersonal Skills - Collaboration & Teamwork - Stakeholder Management - Problem Solving & Analytical Thinking - Planning & Organising - Integrity & Confidentiality - Accountability & Ownership - Learning Agility - Adaptability - Continuous Improvement Mindset Key Performance Indicators (KPIs) Sr. No. Key Result Areas Key Performance Indicators (KPIs) 1 HR Business Partnering Timely HR support to business, stakeholder satisfaction, implementation of HR initiatives 2 Workforce Planning Vacancy tracking, workforce readiness, onboarding effectiveness, manpower data accuracy 3 Talent & Performance Timely completion of performance management activities, talent review support, learning plan completion 4 Employee Engagement Engagement programme execution, employee connect activities, action plan implementation, retention support 5 Employee Relations Timely support for grievance resolution, disciplinary process coordination, policy adherence 6 HR Governance HR audit compliance, documentation accuracy, policy implementation, employee data integrity 7 HR Analytics Accuracy and timeliness of HR dashboards, workforce reporting, HR MIS and people insights 8 Continuous Improvement HR process improvements, digital HR adoption, standardisation initiatives and contribution to regional HR projects Skills: hr business partnering, workforce planning, talent acquisition, performance management, employee engagement, employee relations, hr governance, hr analytics, hris, statutory compliance, hr policy implementation, employee lifecycle management, stakeholder management, relationship building, collaboration, problem solving, analytical thinking, planning & organising, continuous improvement, learning agility, adaptability