Human Resource Manager

AlgoMill (AGM) IT Solutions is one of the India's leading Fintech Companies with clients in over 110 countries. We provide latest Technology based scalable software solutions to Global Financial corporations. With decades of management level experience in the Financial Services industry, we understand our client's business and what they require to be successful. We have offices in India, UK, Hongkong and Cyprus, and we are strong and growing team of likeminded highly qualified professionals. We foster a start-up culture in a flat structure organization where every individual is directly responsible for his or her own performance. We are looking for highly energetic individuals who strive to deliver performance and can work beyond the simple scope of their basic responsibilities. Successful candidates are paid compensation which is at par or above industry standards, along with additional performance-based bonus.

Job description: Human Resource Manager (Location: Mohali)

We are seeking an experienced and dynamic Human Resource Manager to independently manage and lead the entire Human Resources function across the organization. The ideal candidate will be an HR professional with 6+ years of comprehensive HR experience, possessing strong expertise in HR Operations, Talent Acquisition, Employee Relations, Performance Management, Compliance, Learning & Development, Compensation & Benefits, and HR Strategy.

This role is best suited for candidates who have worked as an Individual Contributor (IC) and have independently handled end-to-end HR responsibilities in growing organizations. The candidate should be capable of establishing HR processes, driving employee engagement, ensuring statutory compliance, and partnering with business leaders to support organizational growth.

Key Responsibilities

1. Talent Acquisition & Workforce Planning

• Manage end-to-end recruitment lifecycle.
• Partner with hiring managers to understand manpower requirements.
• Prepare job descriptions and role specifications.
• Source candidates through job portals, social media, referrals, consultants, and networking channels.
• Screen resumes, conduct interviews, coordinate assessments, and facilitate selection processes.
• Manage offer negotiations and onboarding processes.
• Build talent pipelines for future hiring needs.

2. Employee Onboarding & Induction

• Design and manage structured onboarding programs.
• Ensure smooth joining formalities and documentation.
• Conduct employee induction and orientation sessions.
• Coordinate with stakeholders for system access, workspace allocation, and onboarding support.
• Facilitate cultural integration of new hires.
• Monitor probation review processes. 

3. HR Operations & Employee Lifecycle Management

• Manage complete employee lifecycle processes from hiring to separation.
• Maintain employee records and HR documentation.
• Generate HR reports, dashboards, and MIS.
• Manage employee database and HRIS records.
• Handle confirmations, transfers, promotions, role changes, and employee movements.
• Ensure process standardization and operational efficiency.
• Implement and maintain HR SOPs.

4. Performance Management System (PMS)

• Design and administer performance management processes.
• Facilitate goal setting and KPI alignment.
• Drive quarterly, half-yearly, and annual performance reviews.
• Support managers in performance discussions and appraisals.
• Monitor performance improvement plans (PIPs).
• Analyse performance trends and recommend interventions.
• Ensure performance-linked reward recommendations.

5. Compensation & Benefits Management

• Support compensation benchmarking and salary structuring.
• Manage annual compensation review cycles.
• Handle salary revisions, promotions, and incentive plans.
• Coordinate payroll inputs with payroll teams/vendors.
• Ensure employee benefit administration.
• Address employee queries related to compensation and benefits.
• Support budgeting and workforce cost planning.

6. Employee Relations & Engagement

• Build and maintain a positive employee work environment.
• Act as a trusted HR business partner for employees and management.
• Handle employee grievances and conflict resolution.
• Conduct employee engagement initiatives and wellness programs.
• Facilitate employee communication and feedback mechanisms.
• Conduct employee satisfaction surveys and action planning.
• Promote organizational culture and values.
• Manage employee recognition programs.

7. HR Policies & Process Development

• Draft, review, and implement HR policies.
• Ensure policy compliance across the organization.
• Update employee handbooks and HR manuals.
• Recommend process improvements and automation opportunities.
• Drive policy awareness and communication initiatives.
• Maintain HR governance standards.

8. Learning & Development (L&D)

• Identify organizational training needs.
• Conduct Training Need Analysis (TNA).
• Develop annual learning and development plans.
• Coordinate internal and external training programs.
• Monitor training effectiveness and ROI.
• Support leadership development initiatives.
• Build competency development frameworks.

9. Compliance & Statutory Requirements

• Ensure compliance with applicable labour laws and employment regulations.
• Monitor statutory obligations including:
• PF
• ESI
• Gratuity
• Maternity Benefit Act
• POSH Compliance

10. HR Analytics & Reporting

• Generate and analyse HR metrics and dashboards.
• Track:
• Attrition rates
• Recruitment metrics
• Employee engagement scores
• Performance indicators
• Headcount reports
• Diversity metrics
• Training effectiveness
• Present actionable insights to management.
• Support workforce planning through data-driven recommendations.

11. Exit Management & Retention

• Manage employee separation processes.
• Conduct exit interviews and analyse trends.
• Develop retention strategies.
• Monitor attrition and turnover metrics.
• Ensure smooth full and final settlement coordination.
• Drive employee retention initiatives.

12. Strategic HR Initiatives

• Partner with leadership to align HR strategy with business goals.
• Support organizational development initiatives.
• Participate in workforce planning and succession planning.
• Drive change management initiatives.

Required Competencies

·       Functional Competencies

• HR Generalist Expertise
• Talent Acquisition
• Employee Relations
• HR Operations
• Performance Management
• Compensation & Benefits
• Learning & Development
• HR Analytics
• Policy Development

·       Behavioural Competencies

• Strong interpersonal skills
• Excellent communication and presentation abilities
• High level of confidentiality and integrity
• Problem-solving mindset
• Conflict resolution capability
• Stakeholder management
• Business acumen
• Attention to detail
• Decision-making ability
• Ownership and accountability

Technical Skills

• Proficiency in MS Office Suite (Excel, PowerPoint, Word)
• HR reporting and analytics
• Documentation and policy drafting

Experience Requirements

• Minimum 6+ years of relevant Human Resources experience
• Proven experience handling complete HR Generalist responsibilities
• Experience working in an Individual Contributor role
• Demonstrated ability to independently manage the HR function without extensive team support
• Experience in developing and implementing HR policies and processes

Educational Qualification

• MBA / PGDM in Human Resources (Full-Time Preferred)

Interested ones please share your resume on hr@algomill.com.