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.
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