(1)The Director, Human Resource Management shall be responsible for managing the appointment, promotion, training and capacity building of teaching, non-teaching and other employees of the University.

(2)The Director, Human Resource Management shall be selected by State Government, from amongst a list of 03 teachers of the University, in the rank of Professor or having teaching experience of at least 15 years, shortlisted by the Vice Chancellor.

(3)The Director, Human Resource Management shall discharge his functions under the direction and guidance of the Board of Human Resource Management and shall be concerned with the implementation of the policies and directives given by the Board of Human Resource Management.

(4)The post of Director, Human Resource Management shall have a term of 03 years, with one extension of 01 year, in case of necessary circumstances as recommended by Vice Chancellor and approved by State Government. No teacher shall be allowed for reappointment to the post of Director, Human Resource Management in the same University.

(5)The Director, Human Resource Management shall report to the Vice Chancellor and shall exercise the authority commensurate with the following responsibilities: -

(a)to maintain the database of the employees of the University in the ERP suite as prescribe by the State Government;

(b)to prepare the roster of vacancies available for teaching or non-teaching staff;

(c)to collect the vacancies that may be arising out of different faculty and prepare a consolidated list of the same;

(d)to propose amendmentsfor promotion of various teaching and nonto the Statutes teaching posts as per revisions by the University Grants Commission and /or State Government;

(e)to convene the meeting of screening committee, selection committee, Board of Human Resource Management or any other body/ committee dealing with promotion or training of teachers and non-teaching staff;

(f)to entertain concerns, grievance, conflicts related to promotion of teachers;

(g)to maintain a positive working environment and ensure that policies and procedures are followed;

(h)to develop a transparent online mechanism for managing the end-to-end process of promotion of all University employees;

(i)to ensure that the screening of application for promotion of teachers and nonteaching staff is done in utmost secrecy without involvement of any personnel other than those mandated by the Board of Human Resource Management;

(j)to coordinate with JSFDA or UGC’s Human Resource Development Centres to organise professional development programs, workshops, and training sessions for teachers and non-teaching staff;

(k)to develop and implement digital performance appraisal systems in line with academic performance indicators as a mock assessment tool for employees of the University;

(l)to coordinate with University Departments, constituent colleges and/or recognized institutions as applicable for identifying the prospective vacancies;

(m)to handle administrative tasks related to employment records, service book, payroll processing, etc. that benefits administration; and

(n)to oversee workplace safety programs and initiatives related to health and wellness of the institution’s human resource.

(6)The Director, Human Resource Management shall exercise such other powers and perform such other duties, as may be prescribed by the Statutes.