HRM Manager

Role & responsibilities

. Recruitment & Talent Acquisition

• Lead end-to-end hiring for all departments (office + factory).
  
• Create JDs, shortlist candidates, conduct interviews, and ensure timely joining.
  
• Build a strong pipeline through Naukri, LinkedIn, referrals, and agencies.
  
• Reduce hiring TAT and drop-outs through proactive follow-ups and negotiation.
  

2. HR Operations & Compliance

• Manage employee onboarding, documentation, ID creation, and induction.
  
• Maintain statutory compliance: PF, ESI, Bonus Act, Maternity Act, Shops & Establishment.
  
• Ensure attendance records are accurate and timely for payroll processing.
  
• Maintain employee files, contracts, and HR audit documentation.
  

3. Performance Management

• Implement KPIs/KRAs for different departments.
  
• Conduct regular performance reviews with department heads.
  
• Identify training needs and execute skill-development programs.
  

4. Employee Engagement & Culture

• Build a positive, trust-driven work environment.
  
• Plan engagement activities, feedback sessions, and grievance redressal.
  
• Work closely with management to strengthen organisational culture and retention.
  

5. Payroll Coordination

• Coordinate with accounts/finance for timely salary processing.
  
• Ensure leave management, overtime, and shift data are accurate.
  
• Handle increments, revisions, and payroll-related queries.
  

6. Policy Development & Implementation

• Draft and implement HR policies, HR handbook, and SOPs.
  
• Ensure discipline, attendance norms, code of conduct, and HR processes are followed.
  
• Update policies as per labour laws and organisational growth.
  

7. Employee Relations & Conflict Resolution

• Address employee issues promptly and professionally.
  
• Handle warnings, disciplinary actions, and exit processes.
  
• Conduct exit interviews for retention insights.
  

8. HR Analytics & Reporting

• Maintain regular HR dashboards (hiring, attrition, attendance, training, payroll).
  
• Present monthly HR reports to management for decision-making.
  
• Use data to forecast manpower requirements and improve HR efficiency.

Preferred candidate profile

1. Strong People-Centric Mindset

Understands employees at all levels, listens actively, builds trust, and handles sensitive situations with maturity.

2. Proven Experience in Fast-Paced Environments

Has worked in organisations where hiring needs change quickly and manpower planning requires agility and decisiveness.

3. Familiarity With HR Best Practices & Modern Tools

Comfortable with HRMS/ATS systems, Excel-based dashboards, and digital HR workflows (not just paperwork).

4. Confident, Clear Communicator

Able to communicate professionally with workers, supervisors, managers, and top leadership without hesitation.

5. Strong Problem-Solving & Decision-Making Ability

Capable of independently resolving issues, taking ownership, and giving practical HR solutions instead of escalating every matter.

6. High Integrity & Confidentiality

Handles salary data, employee issues, and company information with total discretion and reliability.

7. Stable Employment History

Shows steady career progression with longer tenures, not frequent job-hopping.

8. Balanced Personality: Firm yet Fair

Can enforce discipline where needed, while also maintaining empathy and good relationships.

9. Process-Oriented With Attention to Detail

Ensures accuracy in records, documentation, compliance, and employee data without repeated follow-ups.

10. Preferably From Manufacturing / Plant / Factory Background

Understands shop-floor dynamics, manpower culture, and the unique HR challenges of production environments.