Job Title: HR Executive – Hospitality
Reports To: Management
Employment Type: Full-Time
About the Role
The HR Executive will be responsible for building, retaining, and developing a strong workforce for the restaurant/hospitality organization. The role ensures the property never runs out of staff, maintains a safe and happy work environment, drives training and SOP compliance, and acts as the trusted bridge between employees and management.
Key Responsibilities
1. Workforce Planning & Staffing
- Forecast manpower requirements across departments (FOH, BOH, stewarding, security, etc.) to ensure the organization never faces staff shortages.
- Manage end-to-end recruitment: sourcing, screening, interviewing, reference checks, and onboarding.
- Maintain a ready pipeline of candidates through walk-ins, referrals, agencies, colleges, and government employment exchanges.
- Coordinate with department heads to plan hiring for peak seasons, events, and new openings.
2. Employee Feedback, Safety & Well-being
- Conduct regular employee feedback sessions, surveys, and one-on-ones to understand concerns, suggestions, and morale.
- Ensure a safe, respectful, and harassment-free workplace in line with company policy and legal requirements.
- Address grievances promptly and fairly; escalate critical issues to management with recommended actions.
- Monitor attendance, overtime, fatigue, and workload to protect employee well-being.
3. Employee Engagement & Activities
- Plan and execute extra-curricular and welfare activities: team outings, celebrations, sports, skill contests, and recognition programs.
- Organize initiatives that support employee upliftment, mental health, and work-life balance.
- Build a positive culture where employees feel valued, heard, and motivated.
4. Training, Orientation & Development
- Design and deliver induction/orientation programs for all new joiners (company vision, policies, SOPs, safety, grooming, service standards).
- Coordinate department-wise training plans with HODs and the GM; track training completion and effectiveness.
- Identify skill gaps and arrange internal/external training sessions (service, food safety, hygiene, communication, upselling, etc.).
- Maintain training records and support career development discussions.
5. SOPs, Compliance & Documentation
- Help the organization build, document, and implement HR and operational SOPs (attendance, leave, discipline, grievance, exit, etc.).
- Ensure compliance with labour laws, EPFO/ESI, minimum wages, and other statutory requirements (in coordination with finance/owner).
- Maintain accurate employee records: joining documents, ID proofs, contracts, attendance, leaves, appraisals, and exit formalities.
6. Payroll & Salary Support
- Act as the first point of contact for salary-related queries: attendance, deductions, overtime, bonuses, incentives, and advances.
- Coordinate with finance/management to ensure timely and accurate salary processing.
- Explain salary structures and policies in simple language to employees.
7. Communication Bridge: Employees & Management
- Serve as the primary communicator between staff and management, ensuring clarity, transparency, and trust.
- Convey management decisions, policy changes, and business updates to employees in a clear and empathetic manner.
- Represent employee concerns and suggestions to management with constructive recommendations.
8. Collaboration with Government Agencies & Colleges
- Build relationships with government employment agencies, ITIs, hospitality institutes, and colleges for recruitment and employee upliftment.
- Explore government schemes, internships, apprenticeships, and skill-development programs that benefit employees and the organization.
- Coordinate campus drives, internships, and training partnerships.
9. Budget Management
- Prepare and manage the HR budget: recruitment, training, engagement activities, uniforms, background checks, and agency fees.
- Track HR-related expenses and ensure they stay within approved limits.
- Propose cost-effective solutions without compromising quality or compliance.
10. Motivation & Culture Building
- Motivate the team through recognition, appreciation, clear communication, and fair treatment.
- Promote a culture of professionalism, loyalty, and high standards.
- Lead by example: demonstrate integrity, confidentiality, and commitment to the organization.
Key Performance Indicators (KPIs)
- Zero critical manpower shortages; time-to-fill vacancies within target days
- Employee retention rate and reduction in unwanted attrition
- Employee satisfaction/engagement scores from regular feedback
- Training hours per employee and training effectiveness ratings
- 100% compliance with statutory requirements and documentation accuracy
- Timely resolution of grievances and salary-related queries
- Successful execution of engagement activities within budget
- Positive feedback from employees and management on communication and support
- Occasional Site visits to gel up with the employees. & for management meetings.
Qualifications & Experience
- Bachelor’s degree in HR, Hospitality Management, Psychology, or related field.
- 2–4 years of experience in HR, preferably in the hospitality/restaurant industry.
- Candidates with a background in food production (culinary training + HR/operations exposure) are highly preferred.
- Familiarity with labour laws, payroll basics, and hospitality staffing is essential.
Skills & Competencies
- Excellent communication and interpersonal skills; ability to talk to people at all levels
- Strong understanding and empathy; able to listen and read situations accurately
- High integrity, professionalism, and loyalty to work and organization
- Firm on standards and policies, yet approachable and fair
- Good organizational and planning skills; able to manage multiple priorities
- Comfortable with basic Excel/Sheets for attendance, reports, and budgets
- Ability to motivate, influence, and build trust across the team
Personal Attributes
- Never compromises on standards, safety, or compliance
- Professional, discreet, and trustworthy with sensitive information
- Calm under pressure; able to handle conflicts and emotional situations
- Proactive, solution-oriented, and willing to go beyond the job description
- Loyal, reliable, and committed to the long-term success of the organization
Working Conditions
- Full-time role with standard office hours, plus flexibility for interviews, events, and employee activities as needed.
- Regular interaction with employees across all shifts and departments.
- Occasional visits to government offices, colleges, and training venues.
How to Apply
Interested candidates can share their CV and a brief note on their approach to employee retention and engagement on: [email protected]
Pay: ₹11,017.64 - ₹30,000.00 per month
Benefits:
Work Location: Hybrid remote in Raipur, Chhattisgarh (Raipur)
