HR Admin Executive

Post-01 (Female)

:1. Punctuality and Regular Attendance:

• Timely Arrival: Employees are expected to be on time for their scheduled shifts.
• Consistent Presence: Maintaining regular attendance is crucial for team productivity and achieving organizational goals.
• Adherence to Schedules: Employees should be present and ready to work at the start of their shift and remain until the end.

2. Shift Schedules and Working Hours:

• Specific Start and End Times: The policy should clearly define the start and end times for each shift.
• Break Times: It should also outline the duration and timing of breaks during the workday.
• Total Hours: The policy should specify the total number of working hours expected per day or week.

3. Leave Procedures:

• Types of Leave:The policy should specify different types of leave, such as sick leave, vacation leave, and other authorized leaves.
• Leave Application:It should outline the procedures for requesting and obtaining approval for different types of leave.
• Notification Requirements:The policy should detail how and when employees should notify their supervisors about absences.

4. Attendance Tracking and Recording:

• Clock-in/Clock-out Procedures: The policy should explain how employees should record their attendance (e.g., using time clocks, online systems).
• Handling Incorrect Entries: It should address procedures for correcting errors in attendance records.
• Consequences for Lapses: The policy should outline potential consequences for failing to adhere to attendance rules.

5. Consequences for Violations:

• Disciplinary Actions:The policy should clearly state the potential consequences of violating attendance rules, which may include warnings, deductions from pay, or other disciplinary actions.
• Examples of Violations:It's helpful to provide specific examples of attendance policy violations to clarify expectations.
• References to Related
• Maintaining Personnel Records:This includes updating employee information, managing employee files, and ensuring data accuracy and confidentiality.

Other Potential Responsibilities:

• Training and Development: Assisting with the organization and coordination of training programs.
• Performance Management: Supporting performance review processes and providing feedback.
• Employee Engagement: Contributing to initiatives that promote employee engagement and satisfaction.
• Policy Development: Assisting in the development and implementation of new HR policies.
• Office Administration: Providing general administrative support to the HR department.
• Recruitment and Onboarding:HR admins assist with the recruitment process by posting job openings, scheduling interviews, conducting background checks, and preparing offer letters. They also manage the onboarding process for new hires, ensuring a smooth transition into the company.
• Documentation and Compliance:HR admins are responsible for preparing and maintaining HR documents, such as employment contracts, policy updates, and employee handbooks. They also ensure compliance with labor laws and company policies.
• Payroll and Benefits Administration:HR admins support the payroll process by gathering necessary data, coordinating with payroll providers, and assisting with benefits administration.
• Employee Relations:They address employee inquiries, resolve issues, and facilitate communication between employees and management.
• Reporting and Analysis:HR admins may be involved in generating reports on HR metrics, such as employee turnover, absenteeism, and performance.

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Job Type: फ़ुल-टाइम

Pay: ₹10,500.00 - ₹19,000.00 per month

Work Location: In person