Key ResponsibilitiesHR Strategy & Leadership
· Develop and implement HR policies, processes, and annual people plans aligned with business objectives.
· Advise senior management on workforce planning, organisation structure, employee engagement, and people-related risks.
· Standardise HR practices across business units, offices, branches, workshops, and service locations while allowing for operational requirements.
· Lead, coach, and develop the HR team and promote accountability, confidentiality, and service quality.
Talent Acquisition & Workforce Planning
· Oversee manpower planning, recruitment, selection, and onboarding for managerial, executive, technical, and frontline roles.
· Work with hiring managers to define job descriptions, selection criteria, and hiring timelines.
· Build reliable recruitment channels, maintain talent pipelines, and monitor time-to-hire and hiring quality.
· Ensure joining documentation, background checks where applicable, and induction are completed on time.
HR Operations, HRIS & Documentation
· Oversee employee master data, personnel files, appointment letters, transfers, confirmations, promotions, and separation records.
· Ensure HRIS and attendance systems are accurate and used consistently, including employee codes, mobile/app attendance, punch-in mapping, duty rosters, and approval workflows.
· Establish clear processes for employee lifecycle changes and maintain complete, audit-ready documentation.
· Prepare and review HR dashboards and reports on headcount, attrition, vacancies, attendance, leave, and other key metrics.
Payroll, Benefits & Full-and-Final Settlement
· Coordinate with payroll and finance teams to ensure accurate, timely payroll inputs, salary changes, incentives, deductions, and full-and-final settlements.
· Review attendance, overtime, leave, and deduction inputs before payroll processing.
· Oversee employee benefits and support the administration of applicable statutory social-security schemes, including EPF and ESIC, in coordination with the relevant teams.
· Maintain confidentiality of salary and employee information and resolve payroll-related queries promptly.
Employee Relations & Engagement
· Handle employee grievances, disciplinary matters, investigations, and conflict resolution fairly and confidentially.
· Promote a respectful, inclusive, and performance-oriented work environment.
· Plan employee engagement, communication, recognition, and retention initiatives.
· Support managers in counselling, corrective action, and consistent application of company policies.
Performance Management & Development
· Design and manage performance appraisal, goal-setting, probation review, and performance improvement processes.
· Support managers in setting measurable targets and documenting performance discussions and improvement plans.
· Identify training needs and coordinate learning, leadership development, and role-specific capability building.
· Monitor performance trends and recommend practical interventions to improve productivity and accountability.
Employee Relations & Compliance
· Monitor compliance with applicable Indian labour and employment laws, rules, registrations, returns, and record-keeping requirements.
· Coordinate with internal teams, consultants, and authorities on labour-law matters, inspections, notices, and audits as required.
· Support implementation of workplace safety, anti-harassment, equal-opportunity, and grievance-handling processes.
· Track statutory deadlines and maintain evidence of compliance; escalate material risks to senior management.
Hybrid & Multi-location HR Coordination
· Maintain effective communication with employees and managers working across office, remote, branch, and service locations.
· Conduct scheduled site visits to understand workforce needs, review HR practices, and resolve local issues.
· Use digital HR tools for meetings, documentation, attendance follow-up, and employee support while protecting confidential data.
· Define clear availability, escalation, and approval practices so that hybrid working does not affect employee service or operational coverage.
Policy, Culture & Continuous Improvement
· Review and update the employee handbook, HR SOPs, attendance and leave policies, travel rules, disciplinary procedures, and other HR guidelines.
· Identify process gaps and implement practical improvements, automation, and stronger internal controls.
· Support organisational change, communication, and culture-building initiatives.
· Ensure policies are communicated clearly and applied consistently across locations.
Key Performance Indicators (KPIs)
· Recruitment turnaround time and hiring quality.
· Accuracy and timeliness of payroll inputs and full-and-final settlements.
· Accuracy of employee master data, attendance, leave, and HRIS records.
· Statutory compliance completion and timely closure of audit observations.
· Employee grievance resolution time and employee engagement indicators.
· Attrition, retention, absenteeism, and manpower cost trends.
· Completion of performance reviews, training plans, and probation reviews.
· Consistency of HR processes and service quality across locations.
Skills & Competencies
· Strong leadership, communication, negotiation, and stakeholder-management skills.
· Sound judgement, discretion, integrity, and ability to handle confidential information.
· Working knowledge of HRMS/HRIS, attendance systems, payroll inputs, and MS Office/Excel.
· Strong organisation, documentation, analytical, and problem-solving skills.
Pay: ₹50,000.00 - ₹60,000.00 per month
Work Location: In person
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