Walk-in || Human Resource Manager

Role Overview

The HR Manager will be responsible for managing the complete employee lifecycle, developing HR policies and processes, leading talent acquisition, managing employee relations, overseeing payroll coordination, implementing performance management systems, and ensuring HR compliance. The ideal candidate should have strong leadership skills, strategic thinking, and the ability to independently manage HR functions in a fast-paced startup environment.

1. Talent Acquisition & Recruitment

• Manage end-to-end recruitment across Sales, Operations, Accounts, and other departments.
• Understand manpower requirements and develop hiring strategies.
• Handle job postings, candidate sourcing, screening, interviews, and offer negotiations.
• Build talent pipelines through job portals, employee referrals, and professional networks.
• Ensure timely closure of critical positions.

2. HR Operations & Employee Lifecycle

• Manage employee onboarding, induction, documentation, and orientation.
• Maintain employee records, personnel files, and HRMS data.
• Prepare offer letters, appointment letters, confirmation letters, and other HR documents.
• Manage employee attendance, leave records, and exit formalities.
• Ensure smooth employee lifecycle management.

3. Payroll & Compensation Management

• Coordinate monthly payroll processing and salary disbursement.
• Validate attendance, leave, incentives, and salary inputs.
• Manage salary structures, payslips, and compensation records.
• Coordinate statutory deductions and compliance requirements.

4. Performance Management & Employee Development

• Design and implement Key Result Areas (KRAs) and Key Performance Indicators (KPIs).
• Establish department-wise performance evaluation systems.
• Conduct periodic performance reviews and appraisal discussions.
• Develop employee training and development initiatives.
• Identify performance gaps and recommend improvement plans.

5. Employee Engagement & Employee Relations

• Develop employee engagement and retention initiatives.
• Address employee grievances and workplace concerns.
• Maintain a positive and productive work environment.
• Conduct employee feedback sessions and engagement activities.
• Promote organizational culture and employee satisfaction.

6. HR Policies & Statutory Compliance

• Develop, implement, and maintain HR policies and procedures.
• Ensure compliance with applicable labour laws and statutory regulations.
• Maintain employee documentation and audit records.
• Manage disciplinary procedures and workplace policies.
• Coordinate with external consultants for statutory and compliance matters.

7. HR Strategy & Business Partnership

• Work closely with management to understand business and manpower requirements.
• Develop HR strategies aligned with organizational objectives.
• Prepare monthly HR dashboards and management reports.
• Monitor recruitment, attrition, retention, and employee productivity metrics.
• Identify opportunities to automate and improve HR processes through HRMS tools.

Required Skills & Qualifications

• MBA / PGDM in Human Resources or an equivalent qualification.
• Minimum 5+ years of experience in Human Resources.
• Strong knowledge of HR Generalist functions and HR operations.
• Experience in end-to-end recruitment and employee lifecycle management.
• Knowledge of payroll coordination and statutory compliance.
• Experience in developing KRAs, KPIs, and performance appraisal systems.
• Good understanding of HRMS and employee data management.
• Excellent communication, negotiation, and interpersonal skills.
• Strong problem-solving, decision-making, and leadership abilities.
• Ability to work independently in a startup environment.