HR Recruiter

Role Objective

To manage end-to-end recruitment, day-to-day HR operations, and statutory compliance (PF, ESI, Insurance) for frontline, contractual, and managerial roles—ensuring timely manpower availability, legal compliance, and a smooth employee lifecycle across all SPIN CYCLES locations.

Primary Hiring Roles

• Delivery Executives (On-roll & Contract)
• Sales Executives (Store / Field)
• Area / Cluster Managers
• Contract / Temporary Workforce (as per operational needs)

Recruitment, Contractor Hiring & Talent Acquisition

• Execute end-to-end recruitment for assigned roles.
• Handle contractor / vendor-based hiring, including:
• Identification and onboarding of manpower contractors
• Maintaining contractor agreements and manpower records
• Tracking attendance and deployment of contract staff
• Source candidates via job portals, walk-ins, referrals, local hiring drives, and vendors.
• Screen resumes and conduct initial telephonic interviews.
• Coordinate interviews with Operations / Area Managers.
• Manage offer issuance, joining confirmation, and documentation.
• Maintain a daily hiring tracker covering open positions, pipeline, closures, and contractor manpower.
• Ensure quick turnaround time (TAT) for frontline and urgent hiring requirements.

Onboarding & First HR Training (Pre-Day 1 to Day 30)

The HR Executive is responsible for delivering a structured onboarding and initial HR training program to ensure new employees integrate smoothly into SPIN CYCLES’ culture, policies, systems, and performance expectations, ideally starting before Day 1.

Pre-Boarding (Before Day 1)

• Share welcome communication with joining details.
• Circulate and collect:
• Offer letter acceptance
• Employment contract
• HR policies and code of conduct
• Collect soft copies of mandatory documents (Aadhaar, PAN, Bank details).
• Coordinate basic IT/system readiness (email, attendance systems, internal tools).

Orientation & Culture Induction

• Introduce:
• Company background, mission, vision, and core values
• Organizational structure and reporting hierarchy
• Explain HR policies:
• Attendance, shifts, leave
• Salary cycle, incentives, and deductions
• Code of conduct and disciplinary framework

Role Clarity & Performance Alignment

• Clearly explain job role, responsibilities, and shift expectations.
• Set clear 30-60-90 day expectations, including:
• Learning milestones
• Productivity benchmarks
• Behavioural and service standards
• Explain KPIs, incentive logic, and performance review cycles.

Compliance, Safety & Discipline

• Conduct mandatory briefings on:
• Workplace safety and hygiene
• PF, ESI, and insurance awareness
• Customer data confidentiality and discipline
• For delivery/field staff: customer behaviour and safety guidelines.

Team Integration

• Introduce the new hire to:
• Reporting manager
• Team members
• Assigned supervisor or onboarding buddy
• Track early engagement and collect feedback during the first 30 days.

HR Operations & Employee Lifecycle

• Handle onboarding & induction for all new joinees (on-roll and contract).
• Collect and verify employee documents:
• Aadhaar, PAN, Bank details
• Address proof, photographs
• Maintain employee master data (role, location, reporting, shift).
• Manage attendance, leave, and shift records.
• Coordinate payroll inputs including:
• Attendance and OT
• Incentives, deductions, penalties
• Handle exit formalities, final settlement coordination, and exit interviews.

Statutory Compliance – PF, ESI & Insurance

• Manage PF & ESI registration for eligible employees.
• Ensure timely and accurate:
• PF & ESI data updates
• Monthly contribution coordination with payroll/vendor teams
• Maintain PF / ESI records, including:
• UAN generation and linking
• ESI IP registration
• Support employees with:
• PF / ESI enrollment and basic queries
• ESI dispensary / hospital guidance
• Claim-related documentation support
• Coordinate group insurance / accidental insurance:
• Employee enrollment and exit updates
• Nominee data maintenance
• Ensure compliance documentation readiness for audits and inspections.
• Track statutory eligibility thresholds and proactively inform management.

Employee Relations & Support

• Act as the first point of contact for HR, payroll, PF, ESI, insurance, and contractor-related queries.
• Handle basic employee grievances and escalate sensitive matters.
• Coordinate disciplinary documentation (warnings, notices) as per management direction.
• Support employee engagement and retention initiatives as required.