Key Responsibilities
1. Employee Lifecycle Management Coordinate and manage end-to-end onboarding activities including documentation, backgroundverification, HRMS creation and employee record management. Deliver a seamless onboarding experience for all new employees from joining through successfulintegration. Coordinate employee lifecycle transactions including confirmations, transfers, promotions, role changesand employee movements. Manage the complete employee exit process including documentation, clearances, exit interviews andseparation formalities. Maintain employee files, HR documentation and statutory records with complete confidentiality andaccuracy. Prepare employment letters, confirmation letters, experience certificates and other employeedocumentation. Ensure adherence to HR policies, employee lifecycle processes and operational governance.
2. Payroll, HR Administration & Employee Services Prepare and validate payroll inputs including attendance, leave, new joiners, exits, employeemovements and other payroll-related changes. Coordinate with Finance to ensure timely and accurate payroll processing. Support administration of employee benefits, insurance and statutory documentation. Respond to day-to-day employee queries relating to HR processes, payroll, leave, benefits and HRservices. Ensure HR records are maintained accurately and remain compliant with organizational requirements.
3. HR Reporting, Analytics & Process Excellence Maintain accurate employee master data across HR systems and ensure data integrity at all times. Generate periodic HR dashboards, workforce reports and management information reports for HRleadership. Track key HR operational metrics including onboarding, payroll inputs, attendance, confirmations,attrition, leave and exits. Monitor HR service delivery timelines and operational service levels. Perform periodic HR data audits to ensure accuracy, completeness and consistency of employeerecords. Support implementation and enhancement of HR systems, workflows and digital HR initiatives. Identify opportunities to simplify, standardize and automate HR processes to improve operationalefficiency. Ensure HR documentation, employee records and operational processes remain audit-ready. Support cross-functional HR projects and operational improvement initiatives.
4. Vendor Management & Employee Services Coordinate with HR service providers including insurance partners, Provident Fund consultants, bankingpartners, background verification agencies and other employee benefit vendors. Manage employee enrolments, documentation and operational requests with external partners. Act as the HR escalation point for employee concerns relating to insurance, Provident Fund, bankingpartners and other HR service providers, coordinating with partner helpdesks to ensure timely resolution. Monitor vendor performance, service quality and adherence to agreed service levels. Coordinate periodic service reviews with HR vendors to continuously improve employee service delivery.
5. Employee Services & HR Enablement Serve as the primary point of contact for employee HR queries and ensure timely resolution orappropriate escalation. Conduct HR policy awareness sessions and process refresher programs across corporate and projectlocations. Deliver employee orientation and training on HRMS and other HR technology platforms to improveadoption and self-service. Visit sites to provide HR operational support, address employee queries and reinforce HR processesand services. Gather employee feedback on HR services and recommend improvements to enhance employeeservice delivery.
6. CSR & Wellness Coordinate and drive Corporate Social Responsibility initiatives across the organization. Drive a culture of employee participation in CSR programs through awareness and engagementinitiatives. Partner with internal stakeholders, NGOs and external organizations to plan and execute CSR activities. Coordinate employee wellness initiatives by working closely with wellness partners, healthcare providersand Employee Assistance Program partners. Support wellness campaigns focused on physical, mental and financial wellbeing. Monitor participation and continuously improve employee wellness initiatives.
7. Compliance & Governance Ensure compliance with applicable labour laws, statutory requirements and internal HR policies. Maintain statutory records relating to Provident Fund, Employee State Insurance, gratuity, labourcompliance and employee documentation. Support statutory inspections, internal audits and external compliance audits. Track audit observations and ensure timely closure of action items. Ensure employee records, statutory documentation and HR processes remain compliant and auditready.
8. HR Projects & Continuous Improvement Support implementation of organization-wide HR initiatives and transformation projects. Coordinate cross-functional HR projects and monitor execution timelines. Recommend improvements to HR systems, workflows and employee service processes. Support change management activities associated with new HR processes and technologyimplementations. Contribute to continuous improvement initiatives that enhance operational efficiency and employeeexperience.
Key Requirements
MBA/PGDM in Human Resources 1-3 years of experience in HR Operations or shared services. Good understanding of the employee lifecycle, payroll administration and HR operations. Familiarity with payroll inputs, HR documentation, labour laws and statutory compliance. Advanced proficiency in Microsoft Excel, PowerPoint and HRMS platforms. Strong analytical, organizational and execution skills. Excellent communication and interpersonal skills. Ability to manage multiple priorities in a fast-paced environment. High attention to detail, ownership, learning agility and people centric approach.
Pay: ₹30,000.00 - ₹50,000.00 per month
Work Location: In person
