The HR Executive shall be responsible for supporting the Human Resources function by managing recruitment, onboarding, employee lifecycle management, HR operations, statutory compliance, employee engagement, performance management coordination, HR documentation, training administration and HRMIS. The incumbent shall ensure timely and accurate execution of HR processes while maintaining compliance with applicable labour laws, organisational policies and best HR practices.
The role requires a proactive, detail-oriented and people-centric professional capable of working independently while collaborating effectively with business leaders to support organisational growth and employee development.
Key Responsibilities
1. Talent acquisition and recruitment
- Manage the end-to-end recruitment process, including manpower requisition, job posting, sourcing, screening, interview coordination, candidate assessment, salary negotiations and offer management for assigned positions.
- Coordinate with departmental heads to understand manpower requirements and ensure timely closure of approved vacancies.
- Develop and maintain relationships with recruitment consultants, job portals, educational institutions and apprenticeship agencies to build a sustainable talent pipeline.
- Maintain recruitment dashboards, candidate databases and hiring metrics, including time-to-hire, cost-per-hire and offer acceptance ratios.
- Coordinate campus recruitment, walk-in drives, referral programmes and apprenticeship hiring under applicable government schemes.
2. Onboarding and employee lifecycle management
- Facilitate seamless onboarding by completing joining formalities, documentation verification, induction scheduling and HR orientation for all new employees.
- Prepare appointment letters, employment contracts, confirmation letters, transfer letters, promotion letters, experience certificates and relieving documents.
- Maintain employee personnel files, digital records and HRMIS data with complete accuracy and confidentiality.
- Coordinate employee confirmations, probation reviews, transfers, resignations, full and final settlements and exit formalities in accordance with Company policies.
3. HR operations
- Maintain accurate employee records, attendance, leave records, shift schedules and HR documentation.
- Support payroll processing by validating attendance, leave, overtime, incentives and statutory deductions before payroll submission.
- Coordinate with the Finance department to ensure timely salary processing and statutory remittances.
- Administer employee identity cards, HR documentation and employment records while ensuring compliance with internal controls.
4. Employee engagement
- Act as the first point of contact for employee queries relating to HR policies, attendance, leave, benefits and employment conditions.
- Assist in resolving employee concerns professionally while maintaining confidentiality and fairness.
- Coordinate employee engagement activities, recognition programmes, celebrations, wellness initiatives and communication campaigns to enhance employee morale and organisational culture.
- Support grievance handling and disciplinary processes in accordance with Company policies and principles of natural justice.
5. support in performance management
- Coordinate the performance appraisal process by tracking appraisal schedules, collecting performance documents and ensuring timely completion of evaluations.
- Maintain performance records and generate reports for management review.
- Support departmental managers in implementing performance improvement plans and developmental initiatives.
- Assist the HR Head in competency mapping and succession planning initiatives.
6. HRMIS and reporting
- Maintain and update the Human Resource Management Information System (HRMIS) with complete accuracy.
- Generate periodic HR reports relating to recruitment, attrition, manpower, attendance, leave, training, confirmations, employee turnover and statutory compliance.
- Analyse HR data and recommend improvements to enhance operational efficiency and workforce planning.
- Ensure confidentiality and integrity of all HR information and employee records.
7. Policy implementation
- Communicate HR policies, procedures and organisational guidelines to employees and managers.
- Ensure consistent implementation of HR policies across all business units.
- Assist in drafting, reviewing and updating HR policies, employee handbooks, SOPs and employment documentation.
- Promote adherence to organisational values, ethical standards and workplace discipline.
Educational Qualifications
- Bachelor's Degree in Human Resource Management, Business Administration, Commerce, Psychology or any recognised discipline from a UGC/AICTE-recognised institution.
- MBA / PGDM in Human Resource Management, Personnel Management, Industrial Relations or General Management will be preferred.
Experience
- Minimum 2–5 years of experience in Human Resources within an automobile dealership, manufacturing organisation, retail industry or corporate environment.
- Hands-on experience in recruitment, onboarding, HR operations, employee relations and statutory compliance.
- Experience with HRMS software and payroll support will be an added advantage.
Work Location: In person
