HR Executive / Manager

Key Responsibilities

1) Workforce Planning & Talent Acquisition

• Partner with business to define manpower plans, job descriptions, KRAs and budgets for each role.
• Publish job postings on portals and social media; manage vendor/agency relationships.
• Screen resumes, conduct HR rounds, schedule technical/managerial interviews, maintain structured feedback notes.
• Run reference/background checks; issue offer letters, negotiate CTC, and track joining dates.
• Maintain hiring dashboards: TAT, source mix, offer‑to‑join ratio.

2) Onboarding & HR Operations

• Pre‑boarding: document collection, EPF/ESIC enrollment, email/IT access requests, asset issuance.
• Day‑1 onboarding: welcome kit, induction plan, policy briefing (leave, IT, POSH, code of conduct).
• Create/maintain employee master in HRMS; ensure personal and statutory data completeness.
• Probation management: set goals, checkpoints, and confirmation letters.

3) Performance Management (KRAs/Goals, Reviews & PIP)

• Facilitate annual and quarterly goal setting (KRAs/OKRs); ensure goals are SMART and aligned to business.
• Run the appraisal cycle (self‑review, manager review, calibration, letters).
• Track performance metrics; guide managers on feedback and documentation.
• Run Performance Improvement Plans (PIP) with clear milestones and supportive interventions.
• Publish performance analytics and promotion proposals.

4) Payroll Inputs & Benefits Administration

• Consolidate attendance, leave, overtime, LOP, variable pay, and expense claims for payroll.
• Coordinate with Finance/payroll vendor to process salaries; validate payslips and resolve queries.
• Manage gratuity, bonus, LWF, professional tax (where applicable), and insurance/mediclaim enrollment.
• Administer increments, letters, and CTC restructuring in line with statutory requirements.

5) Employee Relations, Discipline & Exit Management

• Serve as first point of contact for employee queries; ensure fair and timely resolution.
• Manage disciplinary processes: notices, inquiries, documentation aligned with law and company policy.
• Conduct separations: resignations/terminations, exit interviews, access revocation, F&F settlement, experience/relieving letters, asset return.
• Maintain an open, respectful culture; drive grievance redressal and conflict mediation.

6) Statutory Compliance (India) & Audits

• Ensure compliance with relevant central and state laws (as applicable), including:

Shops & Establishments Act, EPF & MP Act, ESIC Act, Payment of Wages/Minimum Wages, Payment of Bonus Act, Payment of Gratuity Act, Maternity Benefit Act, Equal Remuneration, Contract Labour (Regulation & Abolition) where applicable, Professional Tax (state), LWF, and maintenance of statutory registers/returns.

• POSH compliance: policy, awareness sessions, Internal Committee constitution, annual filing.
• Prepare for labour inspections/audits; close observations with corrective actions.
• Keep policies updated with law amendments; advise management proactively.

7) Training, Development & Engagement

• Conduct training needs analysis with HODs; drive annual L&D plan and calendar.
• Run engagement programs: town halls, rewards & recognition, festival/CSR events, staff welfare initiatives, EAP referrals.
• Track outcomes and ROI of trainings and engagement.

8) HRMS, Data & Reporting

• Maintain accurate data in HRMS/ATS; ensure data privacy and access controls.
• Publish monthly HR dashboards: headcount, hiring funnel, attrition, attendance, compliance status, training hours, eNPS.
• Own HR policy documentation, SOPs and SLAs.

Job Type: Full-time

Pay: ₹20,000.00 - ₹40,000.00 per month

Work Location: In person