Key Responsibilities1. Talent Acquisition & Recruitment
- Manage end-to-end recruitment activities from manpower planning to onboarding.
- Coordinate with department heads to understand hiring requirements.
- Prepare and publish job descriptions across relevant recruitment platforms.
- Source, screen, shortlist, and coordinate interviews with candidates.
- Maintain a strong candidate pipeline for current and future requirements.
- Coordinate offer negotiations, offer letters, and joining formalities.
- Monitor recruitment timelines and hiring effectiveness.
- Build relationships with recruitment consultants, job portals, colleges, and other talent sources.
2. Employee Onboarding & Offboarding
- Manage complete employee onboarding processes.
- Ensure documentation, employee records, and joining formalities are completed properly.
- Conduct HR induction and introduce employees to company policies and culture.
- Coordinate probation reviews and confirmation processes.
- Manage resignation, notice period, exit interviews, clearance, relieving, and experience documentation.
- Ensure smooth employee transitions during joining and exit.
3. HR Operations
- Maintain accurate and confidential employee records and HR databases.
- Manage attendance, leave, employee documentation, and HR-related records.
- Coordinate payroll inputs with the finance/accounts team.
- Ensure timely preparation of HR letters and employee documents.
- Maintain organizational structures, employee master data, and HR reports.
- Establish and improve standard HR processes and workflows.
4. Performance Management
- Implement and monitor the company's KRA/KPI and PMS process.
- Coordinate employee goal setting and periodic performance reviews.
- Track employee performance and identify performance gaps.
- Coordinate Performance Improvement Plans (PIPs) wherever required.
- Work with managers to improve employee productivity and accountability.
- Prepare performance reports for management review.
5. Employee Engagement & People Culture
- Develop initiatives to improve employee engagement and workplace culture.
- Conduct employee engagement activities, meetings, and feedback sessions.
- Monitor employee satisfaction and identify workplace concerns.
- Handle employee grievances professionally and confidentially.
- Promote teamwork, communication, recognition, and a positive work environment.
- Conduct employee satisfaction and engagement surveys when required.
6. Learning & Development
- Identify training and development requirements based on employee and business needs.
- Coordinate internal and external training programs.
- Maintain employee training records.
- Support career development and succession planning initiatives.
- Work with managers to identify skill gaps within teams.
7. HR Policies & Compliance
- Develop, implement, and regularly update HR policies and procedures.
- Ensure employees understand and follow company policies.
- Maintain compliance with applicable employment laws and statutory requirements.
- Ensure proper documentation of disciplinary actions and employee-related matters.
- Maintain confidentiality of employee information.
8. Workforce Planning
- Work with management and department heads on manpower planning.
- Monitor employee headcount and organizational requirements.
- Identify current and future talent requirements.
- Support organizational restructuring and workforce planning initiatives.
- Track employee turnover, retention, and workforce trends.
9. HR Analytics & Reporting
Prepare and present regular HR reports to management, including:
- Total Employee Headcount
- New Joinings
- Employee Exits
- Attrition Rate
- Recruitment Status
- Time to Hire
- Attendance & Leave Status
- Employee Performance
- Probation & Confirmation Status
- Training & Development
- Employee Engagement
- Open Positions
- HR Cost / Manpower Reports
- Monthly and Quarterly HR Dashboard
10. Management Coordination
- Act as the primary HR point of contact for employees and management.
- Provide management with HR insights and recommendations.
- Support department heads in employee-related decisions.
- Identify HR risks and recommend corrective actions.
- Participate in management meetings related to workforce planning and organizational development.
Pay: ₹20,000.00 - ₹50,000.00 per month
Benefits:
- Cell phone reimbursement
- Flexible schedule
- Provident Fund
Work Location: In person
