Require hr coordinator Jobs

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Integrated Assessment Services Pvt Ltd —Chennai, Tamil Nadu
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- MSW
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Creatabar Pvt ltd —Kochi, Kerala
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Doctor - NTPC
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Accenture —Navi Mumbai, Maharashtra
- Full-time
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- Data entry
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Closing Manager
Headstrong HR Consulting Services —Vile Parle, Mumbai, Maharashtra
- Full-time
Quick apply
Manager Engineering - Architectural
Vertiv —Pune, Maharashtra
- AutoCAD
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Android Developer
YMTS India —Tirupati, Andhra Pradesh
- ₹2,00,000 a year
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Senior Manager
The Education Alliance —Halol, Gujarat
- Full-time
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Property Surveyor
Homesly Groups —Hyderabad, Telangana
- ₹1,80,000 - ₹3,00,000 a year
- Full-time
- AutoCAD
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- Microsoft Excel
- Work from home
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Reception Coordinator
Vecura Wellness Clinic —Saravanampatti, Coimbatore, Tamil Nadu
- ₹15,000 - ₹20,000 a month
- Full-time
- Microsoft Word
- Microsoft Excel
- Customer service
- Health insurance
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Sales Co-ordinator
Aditi Tracking Support —Bengaluru, Karnataka
- ₹15,000 - ₹30,000 a month
- Full-time
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Sales Coordinator
Aditi Tracking Support —Mumbai, Maharashtra
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Megaaudio International Ltd —Ashok Vihar H.O, Delhi, Delhi
- ₹20,000 - ₹25,000 a month
- Full-time
- CRM software
- Microsoft Excel
- Sales
- Health insurance
- Cell phone reimbursement
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Senior HR Manager

Integrated Assessment Services Pvt Ltd -
Chennai, Tamil Nadu

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Job details

Permanent | Full-time
₹5,00,000 - ₹6,00,000 a year
17 hours ago

Qualifications

Succession planning
MSW
Enterprise Software
Employee relations
Performance management
Master's degree
Human resources management
Human resources
Recruiting
MBA
Communication skills
Employee evaluation
Negotiation
Analytics

Full job description

Position Summary

The Senior HR Manager is responsible for leading and managing all Human Resource functions across the IAS-EAS Group, including Talent Acquisition, Workforce Planning, Employee Relations, Performance Management, Training & Development, Compensation & Benefits, HR Compliance, Organizational Development, and Employee Engagement.

The role requires a strategic HR leader capable of supporting the organization's growth plans while ensuring the availability of competent manpower, maintaining regulatory compliance, developing employee capabilities, and fostering a high-performance culture.

Key Responsibilities1. Human Resource Strategy & Planning

Develop and implement HR strategies aligned with organizational goals and business growth plans.
Establish annual manpower budgets and workforce plans.
Advise management on organizational structure, succession planning, and talent management.
Develop HR policies, procedures, and systems to improve operational efficiency.
Drive organizational culture, employee engagement, and retention initiatives.

2. Talent Acquisition & Recruitment

Lead end-to-end recruitment activities for all group companies.
Develop recruitment strategies to attract high-quality talent.
Recruit and maintain talent pipelines for:
ISO Auditors and Lead Auditors
Technical Trainers and Subject Matter Experts
Certification Coordinators
Sales and Business Development Personnel
SEO and Digital Marketing Professionals
ERP and IT Personnel
HR, Finance, and Administration Staff
International Business Development Personnel
Conduct competency-based interviews and assessments.
Manage recruitment consultants, job portals, and recruitment campaigns.
Monitor recruitment metrics including:
Time-to-hire
Cost-per-hire
Joining ratio
Offer acceptance ratio
Recruitment effectiveness

3. Employee Onboarding & Induction

Design and implement structured onboarding programs.
Ensure timely completion of joining formalities and documentation.
Coordinate induction programs for new employees.
Monitor probation performance and confirmation processes.
Ensure smooth integration of new employees into the organization.

4. Performance Management System

Develop and maintain KPI, KRA, and JD frameworks.
Coordinate monthly and annual performance reviews.
Monitor employee productivity and goal achievement.
Guide department heads on performance evaluation processes.
Recommend promotions, transfers, and performance improvement plans.
Implement performance-linked reward and recognition systems.

5. Learning, Development & Competency Management

Identify organizational training needs.
Develop annual training calendars.
Coordinate internal and external training programs.
Monitor employee competency development.
Maintain training records and effectiveness evaluations.
Develop leadership and succession development programs.
Support technical departments in competency mapping and skill enhancement.

6. Employee Relations & Engagement

Promote a positive and productive workplace culture.
Address employee concerns, grievances, and disciplinary matters.
Conduct employee satisfaction and engagement initiatives.
Organize employee welfare, recognition, and team-building programs.
Facilitate communication between management and employees.
Improve employee retention and workplace morale.

7. Compensation & Benefits Administration

Develop salary structures and compensation policies.
Conduct salary benchmarking and market analysis.
Manage annual appraisal and salary revision processes.
Administer incentive plans and performance-based rewards.
Ensure accurate payroll coordination with Finance and Accounts.
Monitor employee benefits and welfare programs.

8. HR Operations & Administration

Maintain employee records and HR documentation.
Ensure effective utilization of HRMS and ERP systems.
Monitor attendance, leave management, and employee records.
Standardize HR processes and documentation.
Maintain confidentiality of personnel information.
Ensure proper document control and record retention.

9. Compliance & Statutory Requirements

Ensure compliance with all applicable labour laws and regulations.
Coordinate statutory filings and inspections.
Maintain records related to:
Shops & Establishment Act
EPF
ESI
Professional Tax
Gratuity
Bonus
Labour Welfare Requirements
Ensure legal compliance in employment contracts and HR practices.
Manage disciplinary and legal employment matters when required.

10. Organizational Development & Change Management

Support business transformation and organizational development initiatives.
Develop succession planning frameworks.
Assist management in restructuring and growth initiatives.
Implement employee retention and leadership development programs.
Drive continuous improvement in HR systems and processes.

11. HR Analytics & Reporting

Prepare monthly HR reports for management review.
Monitor:
Headcount
Attrition
Recruitment status
Employee productivity
Training effectiveness
Retention statistics
Compensation trends
Present HR performance reports to senior management.

Key Performance Indicators (KPIs)Talent Acquisition

Vacancy closure rate
Time-to-hire
Joining ratio
Recruitment cost efficiency

Employee Development

Training completion rate
Competency improvement levels
Internal promotion ratio

Employee Relations

Employee retention rate
Employee satisfaction scores
Grievance resolution effectiveness

HR Operations

HR compliance status
Documentation accuracy
Audit findings and closure rate

Strategic Contribution

Workforce planning effectiveness
Organizational productivity improvements
HR process improvement initiatives

Qualification

MBA (HR), MSW, MHRM, or equivalent postgraduate qualification.
Additional certifications in HR, Labour Law, Performance Management, or Organizational Development preferred.

Experience

8–15 years of progressive HR experience.
Minimum 5 years in a managerial HR leadership role.
Experience in service industries, consulting, certification, training, education, professional services, or technical organizations preferred.
Experience managing multi-location recruitment and HR operations.

Skills & Competencies

Strategic HR Management
Talent Acquisition & Workforce Planning
Labour Law Compliance
Compensation & Benefits Management
Employee Relations
Performance Management Systems
Training & Competency Development
Leadership & Team Management
HR Analytics & Reporting
Communication & Negotiation Skills
Organizational Development
Change Management

Authority

The Senior HR Manager is authorized to:

Approve recruitment actions within approved manpower plans.
Recommend salary revisions, promotions, and employee development plans.
Implement HR policies and procedures.
Coordinate disciplinary actions in consultation with management.
Lead HR initiatives across all IAS-EAS Group companies.

CompensationSalary and incentives shall be commensurate with experience, competency, recruitment success, employee retention performance, and overall contribution to organizational growth.

Pay: ₹500,000.00 - ₹600,000.00 per year

Work Location: In person

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