Deputy Manager - HR Business Partner and Operations

Deputy Manager HR Business Partner & Operations

Who We Are

Tor.ai is an Industrial IoT product company that builds connected devices and solutions for industrial applications. Our portfolio includes IoT gateways, sensors, controllers, multifunction meters, HT/LT panels and connected solutions used across industrial automation, energy, HVAC, electric mobility and other field-deployed applications.

Our teams bring together hardware, firmware, software, product management, implementation, manufacturing, sales and support expertise to solve real industrial problems.

About the role

We are looking for a hands-on HR professional who combines business understanding, analytical ability, technological comfort, strong people judgment and exceptional execution discipline.

This role combines HR Business Partnering with end-to-end HR Operations. The person will initially take ownership of recruitment, onboarding, HRMIS, payroll inputs, employee documentation, compliance support, audits, training coordination and employee communication. Over time, the person will be developed to take on broader HR strategy, organisational development and leadership responsibilities.

This is not a purely advisory or coordination-based HRBP role. The person must be willing to execute hands-on, strengthen HR processes and take responsibilities through complete closure.

Key Responsibilities

1. Recruitment and Talent Acquisition

Partner with functional leaders to understand workforce requirements, role outcomes, technical skills and team-specific hiring needs.

Understand technical and non-technical roles sufficiently to identify relevant candidates based on actual work performednot only CV keywords.

Independently shortlist profiles for firmware, software, hardware, product management, implementation, sales, marketing, support and corporate roles.

Own recruitment from sourcing strategy and CV screening through HR interviews, compensation benchmarking, negotiation, offer release and joining closure.

Conduct structured HR interviews to evaluate communication, motivation, ownership, stability, cultural alignment, compensation fit and long-term career intent.

Develop location-specific and skill-specific compensation intelligence to support fair and practical hiring decisions.

Maintain timely communication with candidates and hiring stakeholders, providing clear updates on progress, pending decisions, risks, next steps and expected closure timelines.

Build and maintain reliable recruitment trackers, talent pipelines and hiring dashboards.

Support campus engagement activities and confidently present Tor.ais business, opportunities and employee value proposition.

2. HR Operations and Employee Lifecycle

Own employee lifecycle processes covering pre-joining, onboarding, probation, confirmation, transfer, promotion, increment, performance-cycle support and exit.

Prepare and thoroughly verify offer letters, appointment letters, confirmation letters, promotion letters, salary revisions, exit documents and other employee communications.

Ensure complete accuracy in names, dates, designations, salary structures, individual salary components, approvals and supporting documentation.

Maintain accurate employee master data, personnel files, organisational records and HR trackers.

Build a structured onboarding experience with clear timelines, owners, documentation, induction, system access, stakeholder introductions and follow-up checkpoints.

Ensure that new employees clearly understand the organisation, role expectations, policies, reporting relationships and initial training requirements.

Conduct employee check-ins and exit interviews, analyse feedback patterns and convert insights into defined improvement actions.

Track employee and management actions arising from feedback until closure.

3. HRMIS and HR Process Digitisation

Own the effective administration and continuous improvement of the HRMIS.

Understand business requirements and provide logical, practical inputs while designing or modifying HR workflows.

Conduct user acceptance testing before new modules or changes are released.

Identify defects, process gaps, incorrect system behaviour and data inconsistencies.

Coordinate with HRMIS implementation and support partners for timely resolution.

Conduct effective demonstrations and user-training sessions and create clear instructions for employees and managers.

Monitor system usage, address adoption gaps and follow up until newly introduced processes function reliably.

Support the digitisation and automation of letters, payroll inputs, onboar .