The Senior HR Manager shall be responsible for developing, implementing, and monitoring the Company's Human Resource policies, procedures, and systems. The role includes workforce planning, recruitment, performance management, employee engagement, statutory compliance, organizational development, disciplinary administration, and ensuring that all HR practices align with the Company's vision, operational requirements, and applicable labour laws.
Key Responsibilities
1. HR Policy Development & Implementation
- Develop, review, and update all Company HR policies and procedures.
- Draft employee handbooks, HR manuals, SOPs, and departmental guidelines.
- Implement approved policies uniformly across all offices, project sites, and business units.
- Ensure every employee understands and complies with Company policies.
- Periodically review policies to ensure legal compliance and operational effectiveness.
- Recommend new HR initiatives based on organizational growth and industry best practices.
2. Recruitment & Workforce Planning
- Prepare manpower plans in consultation with departmental heads.
- Develop job descriptions and role responsibilities for all positions.
- Manage recruitment, interviews, selection, and onboarding processes.
- Build a talent pipeline for future organizational requirements.
- Coordinate campus hiring, recruitment agencies, and employee referrals.
- Ensure timely hiring of qualified personnel for office and project locations.
3. Performance Management
- Design and implement KPI and KRA systems.
- Conduct probation reviews and performance appraisals.
- Coordinate annual and periodic performance evaluations.
- Recommend promotions, increments, transfers, and confirmations.
- Identify performance gaps and recommend improvement plans.
4. Employee Relations & Organizational Development
- Foster a positive and professional work environment.
- Address employee grievances and resolve workplace disputes.
- Promote employee engagement and retention initiatives.
- Conduct exit interviews and analyse attrition trends.
- Build a culture of accountability, professionalism, and continuous improvement.
5. Training & Development
- Identify organizational training needs.
- Prepare annual training calendars.
- Conduct induction and orientation programmes.
- Organize technical, behavioural, leadership, and compliance training.
- Evaluate the effectiveness of training programmes.
6. Attendance, Leave & HR Administration
- Oversee attendance and leave management systems.
- Monitor employee punctuality and discipline.
- Administer probation, confirmations, promotions, resignations, and terminations.
- Maintain employee personnel records and HR documentation.
- Ensure accurate maintenance of employee databases.
7. Compensation & Benefits
- Coordinate payroll inputs with the Accounts Department.
- Develop salary structures and employee benefit programmes.
- Recommend compensation revisions based on performance and market benchmarks.
- Ensure timely processing of salaries and statutory deductions.
- Monitor employee insurance and welfare schemes.
8. Statutory Compliance
- Ensure compliance with applicable labour laws and employment regulations.
- Coordinate compliance related to PF, ESIC, Professional Tax, Bonus, Gratuity, Minimum Wages, Contract Labour, and other applicable legislation.
- Maintain statutory registers and records.
- Coordinate labour inspections and government compliance requirements.
- Work with legal and finance teams to address employment-related matters.
9. Discipline & Code of Conduct
- Develop and enforce disciplinary procedures.
- Issue warning letters, show-cause notices, suspension letters, and termination documentation where required.
- Conduct disciplinary inquiries while ensuring fairness and confidentiality.
- Promote ethical behaviour and adherence to the Company's Code of Conduct.
10. HR Systems & Reporting
- Implement and maintain HRMS and digital HR processes.
- Prepare monthly HR MIS reports covering:
- Headcount
- Recruitment status
- Employee turnover
- Attendance
- Leave utilisation
- Training conducted
- Performance review status
- Compliance status
- Analyse HR metrics and recommend improvements.
11. Site HR Management
- Coordinate HR activities across all construction sites.
- Ensure site staff comply with Company policies and statutory requirements.
- Support project managers in manpower deployment and workforce planning.
- Conduct periodic HR audits at project locations.
12. Organizational Development
- Develop organizational structures and reporting hierarchies.
- Standardize HR processes across departments.
- Support succession planning and leadership development.
- Drive initiatives to improve productivity, employee satisfaction, and organizational efficiency.
Authority
The Senior HR Manager shall have authority to:
- Recommend recruitment, promotions, transfers, disciplinary actions, and terminations.
- Draft and implement HR policies with Management approval.
- Conduct interviews and recommend hiring decisions.
- Coordinate directly with departmental heads, consultants, and government authorities on HR matters.
- Conduct HR audits and recommend corrective actions.
Key Performance Indicators (KPIs)
- Timely implementation and review of HR policies.
- Recruitment within approved timelines.
- Employee retention and reduced attrition.
- Completion of performance appraisal cycles.
- Compliance with labour laws and statutory requirements.
- Employee engagement and satisfaction levels.
- Timely closure of disciplinary matters.
- Accuracy of HR records and documentation.
- Training completion and effectiveness.
- Reduction in policy violations and workplace grievances.
Required Qualifications
- MBA (Human Resources), PGDM (HR), Master of Human Resource Management, or equivalent qualification.
- Minimum 8–10 years of HR experience, preferably in real estate, infrastructure, EPC, or construction companies.
- Strong knowledge of labour laws, industrial relations, and HR best practices.
- Experience in policy formulation, HR compliance, and organizational development.
- Proficiency in HRMS, Microsoft Office, and HR reporting tools.
Required Skills
- HR policy formulation and implementation.
- Recruitment and talent acquisition.
- Labour law compliance.
- Employee relations and conflict resolution.
- Performance management.
- Leadership and team management.
- Training and organizational development.
- Communication and negotiation.
- Documentation and report preparation.
- Strategic planning and problem-solving.
Professional Expectations
- Maintain complete confidentiality of employee and organizational information.
- Act with integrity, fairness, and professionalism in all HR matters.
- Promote a culture of accountability, discipline, and continuous improvement.
- Align HR initiatives with the Company's business objectives.
- Serve as a trusted advisor to Management on all human resource matters.
Pay: ₹20,000.00 - ₹30,000.00 per month
Benefits:
- Cell phone reimbursement
- Commuter assistance
- Leave encashment
- Paid time off
Work Location: In person
