HR Manager

• *Job Summary:**

To lead and manage the complete Human Resources function, ensuring effective recruitment, employee lifecycle management, HR operations, statutory compliance, performance management, employee engagement, and implementation of HR policies and systems. The HR Manager will supervise the two Junior HR team members, establish clear processes, monitor departmental performance, and align HR activities with the organization's business objectives.

• *Key Responsibilities:**

A. HR Strategy \& Team Management

• Develop and implement HR strategies, policies, procedures, and systems in alignment with organizational objectives.
• Lead, guide, and monitor the performance of the HR team.
• Allocate responsibilities, set targets, review daily/weekly reports, and ensure timely completion of assigned tasks.
• Establish clear HR workflows, reporting systems, and accountability mechanisms.
• Identify gaps in existing HR processes and implement corrective actions.
• Prepare HR reports, manpower plans, and periodic updates for management.
• Maintain confidentiality of employee information and sensitive HR matters.

B. Recruitment \& Manpower Planning

• Identify current and future manpower requirements in coordination with department heads.
• Approve recruitment plans, priorities, sourcing strategies, and hiring timelines.
• Supervise the recruitment process managed by the Recruiter.
• Monitor recruitment turnaround time, candidate pipeline, interview scheduling, selection ratios, and offer acceptance rates.
• Ensure timely hiring for new branches, replacements, and additional manpower requirements.
• Conduct or coordinate final\-level interviews for managerial, supervisory, and critical positions.
• Ensure proper documentation of interview evaluations, selection approvals, and salary negotiations.
• Introduce structured interview processes, competency\-based assessments, and pre\-employment background verification.
• Develop talent pipelines through job portals, employee referrals, consultants, institutes, and other suitable sources.

C. HR Operations \& Employee Lifecycle Management

• Oversee joining formalities, employee documentation, induction, probation reviews, confirmation, transfers, promotions, and exit formalities.
• Ensure accurate maintenance of employee master data, personal files, attendance records, and employment documents.
• Supervise attendance, leave management, shift records, overtime, weekly offs, and Time Office activities.
• Review monthly payroll inputs, salary calculations, deductions, incentives, and final settlements before processing.
• Ensure timely resolution of employee queries, grievances, and HR\-related concerns.
• Monitor employee absenteeism, attrition, retention, and disciplinary matters.
• Ensure timely issuance of appointment letters, confirmation letters, warning letters, appraisal letters, and relieving documents.
• Maintain accurate HR trackers, dashboards, and management reports.

D. Statutory Compliance \& Legal Requirements

• Ensure compliance with applicable labour laws, employment regulations, and statutory requirements.
• Monitor applicable requirements relating to EPF, ESIC, gratuity, bonus, professional tax, minimum wages, working hours, overtime, leave, and other statutory obligations.
• Coordinate with consultants, payroll service providers, and relevant authorities wherever required.
• Maintain statutory registers, records, returns, employee documentation, and compliance calendars as applicable.
• Conduct periodic HR compliance audits and ensure timely closure of observations and non\-conformities.
• Monitor changes in applicable employment laws and recommend necessary policy or process updates.
• Ensure proper maintenance of records relating to disciplinary action, employee separation, and statutory benefits.

E. Performance Management System (PMS)

• Develop, implement, and monitor the organization's KRA/KPI and performance appraisal systems.
• Coordinate with HODs to establish measurable performance parameters for employees.
• Ensure timely completion of monthly, quarterly, and annual performance reviews as applicable.
• Track departmental compliance with the PMS calendar.
• Identify low\-performing employees and coordinate Performance Improvement Plans (PIPs).
• Facilitate appraisal, increment, promotion, and performance\-linked incentive processes based on approved policies.
• Analyse performance trends and recommend suitable training or corrective measures.

F. Training \& Development

• Identify employee training needs in coordination with department heads.
• Prepare and implement the annual training calendar.
• Coordinate induction, functional training, behavioural training, supervisory development, and compliance\-related training.
• Evaluate training effectiveness and maintain training records.
• Support the development of employees for higher responsibilities and internal career progression.

G. Employee Engagement \& Retention

• Plan and implement employee engagement activities, celebrations, recognition programs, and team\-building initiatives.
• Monitor employee satisfaction, workplace concerns, absenteeism, and attrition trends.
• Conduct employee feedback discussions, exit interviews, and retention initiatives.
• Promote a positive, disciplined, professional, and inclusive work culture.
• Address employee grievances objectively and recommend appropriate solutions.
• Support the implementation and consistent enforcement of HR policies across departments and branches.

H. HR Policies, Systems \& Documentation

• Ensure consistent implementation of policies across all branches and departments.
• Establish structured processes for recruitment, onboarding, attendance, leave, payroll inputs, appraisals, disciplinary action, and employee exits.
• Maintain updated employee records, HR databases, trackers, and confidential documents.
• Digitize HR processes wherever feasible and improve reporting accuracy and efficiency.
• Ensure that employees and department heads understand and follow the applicable policies and procedures.

I. Management Coordination \& Reporting

• Act as the primary HR point of contact for the Director and senior management.
• Provide regular reports on headcount, vacancies, recruitment status, attrition, attendance, payroll, compliance, and employee performance.
• Present HR achievements, challenges, risks, and corrective action plans to management.
• Coordinate with department heads to resolve manpower and employee\-related issues.
• Support organizational restructuring, expansion, manpower budgeting, and workforce planning.
• Recommend improvements in employee productivity, HR cost management, and organizational effectiveness.

• *Key Skills \& Requirements:**

• Strong understanding of labour laws, compliance frameworks, and HR practices.
• Team Lead Experience required.
• Excellent written and verbal communication skills.
• Strong people management and problem\-solving abilities.
• Proficiency in software, MS Office.

Job Types: Full\-time, Permanent

Pay: ₹55,000\.00 \- ₹60,000\.00 per month

Benefits

• Paid sick time
• Paid time off
• Provident Fund

Willingness to travel

• 50% (Preferred)

Work Location: In person