HR Executive

Roles & Responsibilities

• Reviewing resumes and applications.
• Conducting recruitment interviews and providing the necessary inputs during the hiring process.
• Working with recruitment agencies to source for candidates for specific job positions.
• Maintaining HR records, such as those related to compensation, health and medical insurance.
• Handling insurance-related issues.
• Managing workplace safety issues.
• Training new or existing employees.
• Firing staff.
• Communicating and explaining the organizations HR policies to the employees.
• Follow up of confirmation records statutory obligations - PF, ESIC, taxes, gratuity, LTA, bonus etc.
• Preparation of salary statement.
• Handling the full and final settlement of the employees.
• Administration of all contract labor.
• Conducting various welfare activities.
• Community initiatives programs - organizing and participation.
• Regular updating of communication channels.
• Preparing and submitting all relevant HR letters/documents/certificates as per the requirement of employees in consultation with the management.
• Ensuring statutory compliances for PF withdrawal, annual returns, factory license, shop and establishment license, labour law and record information on a timely basis.
• Liaising with all government agencies to ensure adherence to compliance.
• Preparing and processing timely distribution of salary, bonus, increment salary slip, leave encashment and full and final settlements.
• Recording, maintaining and monitoring attendance to ensure employee punctuality.
• Conducting employee orientation and facilitating newcomers joining formalities.
• Maintaining and regularly updating master database (personal file, personal database, etc.) of each employee.
• Resolving grievances or queries that any of the employees have.
• Escalating to the right level depending on the nature of the grievance or issue.
• Checking travel and tour expenses and contractor bills and record in relevant software for timely credit of the amount into employees accounts.
• Preparing letters such as offer and confirmation.
• Implementing and administering performance management processes as per the PMS policy and timelines.
• Conducting exit interviews for employees and recording them accordingly.
• Reviewing job descriptions for all positions at regular intervals and updating them in consultation with the respective managers.
• Engaging with employees on a regular basis to understand the motivation levels of people in the organization.
• Keeping records of staff insurance and ensuring timely renewal.
• Coordinating with consultants and candidates for scheduling appointments with the management team for sourcing.
• Conducting first round of telephonic interview for the candidates to schedule interviews.

• * Understand the organization's business priorites and future work needs
• .* Create engaging job descriptions that highlight the role and employer brand
• * Evaluate candidates to determine if they meet the qualificatons for the role
• * Talent acquisition.