Deputy Unit Manager - IA HR

Job Purpose

To work with business as a Talent Advisory partner, understand pain points and provide solutions that could be grounded in people or process issues.

To ensure the businesses have the right talent at right time with maximum drive to make an impact on the business and projects.

Talent Partnering and Business Advisory

? Act as an individual contributor Talent Partner for the assigned business, combining HR partnering and hiring delivery responsibilities.

? Build deep understanding of the business agenda, workforce plan, role requirements, people priorities, capability gaps and key stakeholder expectations.

? Partner with business leaders and hiring managers to translate manpower plans into actionable hiring priorities, role briefs, sourcing choices and closure timelines.

? Provide advisory support on employee engagement, retention, internal movements, performance processes, career conversations, succession inputs and people risk areas.

? Use employee feedback, attrition insights, hiring data and business inputs to identify people priorities and recommend practical interventions.

Hiring Delivery and Recruitment Governance

? Own end-to-end hiring delivery for the assigned portfolio including demand intake, role clarification, sourcing strategy, interview coordination, offer alignment, pre-joining engagement and joining conversion.

? Drive hiring governance through weekly reviews, open position ageing, funnel health, source effectiveness, selection ratio, offer drop analysis and escalation of hiring risks.

? Work closely with Talent Acquisition teams, sourcing partners and hiring panels to ensure timely closure of critical, niche and business-priority roles.

? Strengthen candidate and hiring manager experience by ensuring clear communication, timely feedback, structured interview flow and effective onboarding handover.

Review, Reporting and HR Process Ownership

? Prepare and publish dashboards covering hiring status, manpower plan progress, attrition, engagement actions, HR process adherence and key people metrics.

? Participate in business and HR reviews to present updates, highlight risks, track action items and drive closure with relevant stakeholders.

? Ensure adherence to key HR processes including IJP, onboarding, employee engagement, R&R, performance management, exits and other people processes for the assigned business.

The principal accountabilities of the role holder are expected to impact the organization from two perspectives:

A. Business Indicators

? Hiring plan achievement and timely closure of priority roles

? Improved joining ratio and reduced offer dropouts

? Improved ESAT and engagement outcomes

? Reduced regrettable attrition and people risks

? Improved manpower planning, skill availability and internal talent movement

B. Employees and Candidates

? Improved employee connect, engagement and retention experience

? Better candidate experience during selection, offer and pre-joining stages

? Career growth, learning opportunities and internal mobility support

? Higher pride in organization, work and manager connect

Key Decisions / Dimensions

• Prioritization of open positions basis business criticality, manpower plan, attrition replacement and project urgency.

• Recommendation on sourcing strategy, hiring channel mix, shortlist quality, interview flow and escalation requirements.

• Inputs on offer fitment, candidate readiness, joining risk and pre-joining engagement actions.

• Identification of people risks, engagement hotspots, attrition concerns and corrective action priorities for assigned business.

• Follow-up actions and closure timelines for HR processes, business reviews and hiring governance forums.

Major Challenges

• Establishing credibility as an IC Talent Partner who can effectively balance HR partnering, business advisory and hiring delivery expectations.

• Managing hiring demand with changing business priorities, niche skill availability, candidate expectations and offer drop risks.

• Driving alignment between business leaders, hiring managers, Talent Acquisition teams, vendors and HR process owners for timely decision-making.

• Maintaining employee connect and engagement while simultaneously tracking manpower plans, vacancies, attrition risks and process compliance.

• Reducing manual follow-ups by strengthening dashboards, review cadence, data accuracy and closure discipline across hiring and HRP priorities.

Required Qualifications and Experience

a. Qualifications

MBA / Post Graduate qualification in HR or related discipline preferred

a. Work Experience

3 – 6 years of experience across HR partnering and Talent Acquisition / hiring delivery roles.

Strong exposure to business stakeholder management, manpower planning, recruitment governance, employee engagement, attrition management, HR dashboards and process execution.