The HR Generalist will oversee and manage the organization’s HR operations. The role is responsible for planning, supervising, and controlling all HR activities, ensuring effective execution, statutory compliance, discipline management, and alignment of HR practices with business objectives.
The Generalist will act as the primary HR point of contact for management, while ensuring that day-to-day execution is efficiently handled through the HR Executive.
Key Responsibilities:
1. HR Operations Management & Supervision
- Plan, assign, and supervise daily HR activities handled by the HR Executive.
- Review HR documentation, records, and reports prepared by the HR Executive.
- Ensure accuracy, timeliness, and confidentiality of HR operations.
- Act as escalation point for unresolved HR matters.
2. Recruitment, Onboarding & Manpower Planning
- Coordinate manpower planning with department heads and management.
- Approve recruitment plans and oversee the hiring process.
- Review shortlisting, interview coordination, and offer documentation.
- Ensure proper onboarding, induction, and documentation completion.
(Execution support by HR Executive)
3. Employee Records & HR Documentation Control
- Ensure maintenance of complete and updated employee master data.
- Review and authorize:
- Appointment & confirmation letters
- Warning & disciplinary letters
- Resignation & termination documentation
- Ensure proper filing (physical and digital) of employee records.
4. Attendance, Leave & Shift Oversight
- Oversee attendance, leave, and roster management.
- Review absenteeism trends and habitual issues.
- Approve escalation of unapproved leaves and disciplinary action.
- Coordinate with operations on shift planning and workforce availability.
5. Payroll Oversight & Compensation Support
- Review monthly payroll inputs prepared by the HR Executive.
- Validate deductions, fines, overtime, and recoveries.
- Coordinate with Accounts/Payroll for salary processing.
- Support management in salary revisions, incentives, and hike decisions.
6. Performance Management & Appraisals
- Plan and manage performance evaluation cycles.
- Ensure completion of:
- Overall performance evaluation reports
- JD-based role evaluation reports
- Review appraisal outcomes and submit recommendations to management.
- Track eligibility for confirmation, increments, and promotions.
7. Discipline, Compliance & Employee Relations
- Supervise maintenance of disciplinary registers and warning trackers.
- Lead investigations into serious misconduct cases.
- Conduct counseling sessions and corrective action planning.
- Recommend disciplinary actions to management.
- Ensure fair and consistent application of company policies.
8. Policy Implementation & SOP Governance
- Implement HR policies and ensure consistent enforcement.
- Communicate policy updates and HR circulars.
- Review and improve SOPs related to attendance, discipline, and conduct.
- Ensure HR Executive follows approved SOPs.
9. Statutory Compliance & Audit Readiness
- Oversee statutory compliance (PF, ESI, labor laws – as applicable).
- Coordinate with consultants and auditors.
- Ensure records are audit-ready and updated.
- Report compliance status to management periodically.
10. Training, Development & Team Management
- Identify training needs based on evaluations and operational feedback.
- Plan induction and role-specific training programs.
- Guide and mentor the HR Executive.
- Review HR Executive performance and provide feedback.
11. Exit Management & Workforce Stability
- Review resignations and exit formalities.
- Approve full & final settlements.
- Conduct or review exit interviews and attrition analysis.
- Share insights with management for retention improvement.
12. HR MIS, Reporting & Analytics
- Review HR MIS reports prepared by the HR Executive, including:
- Attendance & leave summaries
- Disciplinary & warning summaries
- Quarterly analysis reports
- Manpower & attrition reports
- Present insights and recommendations to management.
Authority & Accountability
- Authorized to supervise HR Executive and allocate responsibilities.
- Authority to recommend disciplinary action, salary changes, and confirmations.
- Accountable for accuracy, compliance, and effectiveness of HR operations.
- Final decisions subject to management approval.
Skills & Competencies
- Strong people management and leadership skills.
- Sound knowledge of HR operations and labor compliance.
- Strong analytical and documentation skills.
- Ability to handle sensitive employee matters diplomatically.
- Excellent coordination and communication skills.
Qualifications & Experience
- Education: Graduate / Postgraduate in HR, Business Administration, or related field.
- Experience: 3–6 years in HR operations; prior supervisory experience preferred.
- Industry Exposure: Manufacturing, food processing, factory, or warehouse environment preferred.
- Tools: MS Excel, HR MIS, payroll coordination tools.
Job Types: Full-time, Permanent
Work Location: In person
