Assistant Manager - People Generalist - Commercial - SCO

1. HR Business Partnering
• Act as the HR point of contact for assigned COMMERCIAL locations/functions and provide timely support on people-related matters.
• Understand business manpower and employee requirements and coordinate with relevant HR teams for resolution.
• Provide practical HR guidance to managers on employee lifecycle and workplace matters.

2. HR Process & Policy Execution
• Ensure timely execution of annual HR processes including performance management, goal setting, employee confirmations, talent reviews, engagement initiatives and other people processes.
• Identify process gaps and recommend improvements to the DGM/Head of HR.

3. Workforce & Manpower Coordination
• Maintain visibility of headcount, vacancies, new joiners, exits, transfers and other workforce movements for assigned areas.
• Coordinate with business managers and Talent Acquisition on manpower requirements and recruitment priorities.
• Monitor open positions and recruitment progress and highlight delays or critical gaps.
• Support internal movements, transfers and organizational changes as required.

4. Performance Management
• Coordinate the performance management cycle for assigned teams and ensure completion within defined timelines.
• Support managers in goal setting, mid-year reviews and year-end evaluations.

5. Employee Engagement & Employee Connect
• Execute employee engagement initiatives across assigned COMMERCIAL locations/functions.

6. Employee Relations
• Manage routine employee relations matters including grievances, counselling, absenteeism, behavioural concerns and workplace issues.
• Ensure timely and appropriate resolution of employee concerns in consultation with People Managers.
• Escalate high-risk, sensitive or complex cases to the DGM/Head of HR and relevant stakeholders.

7. Talent & Development Support
• Support the execution of talent review and succession planning processes for assigned teams.
• Maintain visibility of identified talent, development actions and career movements.
• Coordinate with L&D for training and capability-building requirements identified by the business.
• Track completion and participation in relevant learning initiatives.
• Support internal mobility and career development processes.

8. HR Operations & Employee Lifecycle
• Ensure smooth execution of employee lifecycle activities including onboarding, confirmation, transfers, promotions, exits and other employee movements.
• Coordinate with HR Operations, Payroll and relevant teams for timely resolution of employee queries.
• Ensure employee records and HR systems are accurately updated.
• Monitor adherence to defined HR service timelines and escalate unresolved issues.
• Support HR process digitization and automation initiatives.

9. HR Compliance & Governance
• Ensure adherence to HR policies and applicable statutory requirements within assigned areas.
• Support compliance requirements relating to POSH, employee documentation, labour regulations and other applicable HR processes.

10. HR MIS & Analytics
• Analyse workforce data and highlight trends, risks and exceptions to the DGM/Head of HR.
• Prepare periodic HR reports and presentations for business reviews.

11. HR Projects
• Support execution of BU-wide HR projects and initiatives led by the DGM/Head of HR.
• Own defined workstreams and ensure timely completion of project deliverables.
• Coordinate with HR COEs and business stakeholders for implementation.