Assistant Manager / Deputy Manager – HR

Job Description

Please apply with your updated CV mentioning your Current & expected CTC, Notice period, 
70% TA and rest PMS, Training, Employee engagement, setting KRA etc.

Position: Assistant Manager / Deputy Manager – HR

Location	Andheri, Mumbai
Reporting	Head – HR
Qualification	Graduate/ Postgraduate in HR (MBA / PGDM – HR preferred)
Years of experience	7 – 10 years of relevant experience

About the Company

Power Exchange India Limited (PXIL), India’s first institutionally promoted power exchange, has been providing innovative solutions since 2008 for trading electricity through a completely electronic online exchange. This has allowed participants from across the country, ranging from Distribution Companies, Power Generators, Captive power producers, to large industrial consumers to purchase and sell electricity on a large-scale basis. PXIL’s unique combination of local insights and global perspectives has helped its members make better informed business and investment decisions and has improved the overall efficiency of power markets in India by accurately and seamlessly connecting buyers and sellers.

Please visit Company website - https://www.powerexindia.in/

Role Purpose

This role will drive end-to-end HR delivery across the employee lifecycle, with primary accountability for Talent Acquisition/ Retention, Performance Management, and Employee Engagement.

Given PXIL’s technology-driven operating environment, the incumbent must demonstrate strong capability in hiring both IT and Non-IT professionals, with a clear understanding of technical roles, skillsets, and business functions.

The role also requires hands-on proficiency in HR systems to ensure efficiency, governance, and data-driven decision-making across HR processes.

We are looking for a high-ownership, execution-focused HR professional who can quickly stabilize operations and partner effectively with business stakeholders. Candidates with shorter notice periods will be preferred.

Key Responsibilities

1. Talent Acquisition (IT & Non-IT)

• Lead the complete recruitment lifecycle from requisition to onboarding across technology and business roles.
• Build strong understanding of IT roles (development, data, infrastructure, cybersecurity, product) as well as non-IT functions (operations, finance, HR, regulatory, business development).
• Collaborate with HODs to define role requirements, competencies, and hiring priorities.
• Drive sourcing through consultants, job portals, social media, and referral channels and ensuring cost optimisation and timely closures with quality hiring.
• Co-ordination for interviews, managing offer and negotiation discussions, approvals and rollout in line with internal guidelines.

2. Employee Lifecycle Management

• Ensure seamless management of the employee journey from onboarding to exit.
• Drive structured onboarding and induction programs for new hires.
• Oversee employee documentation, HRIS updates, and record management.

3. Performance Management System (PMS)

• Anchor the end-to-end PMS cycle, including goal setting, mid-year reviews and annual appraisals.
• Ensure alignment of KRAs/KPIs with business objectives.
• Support leadership in performance evaluations and calibration discussions.
• Identify performance gaps and support Performance Improvement Plans (PIPs).

4. Learning & Development

• Identify training and capability-building needs in consultation with stakeholders.
• Design and implement learning interventions and development initiatives and evaluate its effectiveness.

5. Employee Engagement & Culture

• Drive employee engagement initiatives to enhance motivation and retention.
• Conduct employee feedback surveys/pulse checks and track action plans.

6. HR Compliance, Systems & Analytics

• Ensure adherence to labour laws, statutory requirements, and company policies.
• Maintain accurate HR documentation and support audits and governance requirements.
• Monitoring HR metrics (attrition, hiring efficiency, performance trends) to support decision-making.

Core Competencies

• Stakeholder & Relationship Management
• Strong understanding of IT & Non-IT talent landscapes
• Performance Management & Analytics
• Employee engagement & Capability development