HR & Performance Manager

JOB DESCRIPTION

Group HR & Performance Manager

Macrosense Group | Sector 36, Noida

ABOUT MACROSENSE GROUP

Macrosense Group was founded in 1987 and builds and designs luxury homes in Noida. The group includes Macrosense Construction Pvt. Ltd. (luxury residential construction), Macrosense Design Studio (interior design and architecture), and Viraasat Realty (premium real estate). The team will grow from about 8 to about 34 people over the next 12 months. This role builds the people systems that make that growth work.

ROLE SUMMARY

You will own how every employee in Macrosense Group works, across Macrosense Construction Pvt. Ltd., Macrosense Design Studio, and Viraasat Realty. That covers what each person's role is, what they do daily, how they are measured, and how they grow. You will keep one common people system for the whole group, adapted to how each company actually works. You will also run hiring for all new positions and build a fair, data-backed performance culture.

Reports to: Arjun Maan, Director

Location: Group office, Sector 36, Noida, with regular site visits

Employment type: Full-time, 6-month probation

CTC: Rs 8-11 LPA (fixed plus quarterly performance variable)

SCOPE

- Macrosense Construction: site engineers, site supervisors, procurement, design and drawing, and accounts staff

- Macrosense Design Studio: architects, interior designers, 3D visualisers, and draughtsmen

- Viraasat Realty: sales and closure staff, tele-callers, and documentation staff

- Director's office: Personal Assistant, Content Creator, and AI Systems Builder

KEY RESPONSIBILITIES

1. Roles and Structure

- Write and maintain roles and responsibilities and KRAs for every position across all group companies

- Keep the organisation chart and reporting lines up to date as the team grows

- Make sure each role's responsibilities match the Company Operating Manual and the role-specific manuals

2. Daily and Weekly Routines

- Design daily and weekly checklists for each role, such as site reports, material logs, and design submissions

- Run spot checks and site visits to verify the routines are actually followed

- Flag gaps early and fix them with the employee and their manager

3. Performance Management

- Build a monthly KPI scorecard for every employee and run the review each month

- Run probation reviews, confirmations, and the annual appraisal and increment cycle

- Link scorecards to the Operations Command Centre dashboard and daily WhatsApp reporting

- Prepare a monthly people-performance report for the Director

4. Hiring

- Run end-to-end hiring for all planned positions, including site engineers, supervisors, designers, sales, and support roles

- Write job descriptions, source candidates through job portals, LinkedIn, referrals, and consultancies, then screen and schedule interviews

- Draft offer letters and appointment letters with a roles and responsibilities annexure

5. Onboarding and Training

- Run a structured induction for every new joiner

- Organise ongoing training on SOPs, safety, reporting tools, and skills (see Training section)

6. Payroll

- Prepare monthly payroll inputs for all group companies: attendance, leave, late marks, deductions, new joiners, and exits

- Calculate the variable pay due each quarter from the KPI scorecards

- Hand verified inputs to Accounts (Pradeep Singh) by a fixed date each month. Accounts processes and pays

- Keep salary records confidential and maintain a separate salary register for each company

7. HR Operations and Compliance

- Maintain attendance, leave records, personnel files, and the employee database

- Coordinate with Accounts on PF, ESI, and gratuity

- Ensure compliance with labour laws, including the Labour Codes, BOCW requirements for site workers, and the POSH policy

- Handle joining and exit formalities and conduct exit interviews

8. Discipline

- Document every performance or conduct issue with evidence: missed routines, audit findings, scorecard trends

- Recommend action to the Director. No warning, show-cause notice, or termination is issued without the Director's written approval

- Once approved, issue the letter, hold the conversation with the employee, and track improvement

- Can independently handle verbal counselling and routine reminders

9. Culture and Retention

- Track attrition

- Run employee engagement initiatives and recognition for top performers

AUTHORITY SUMMARY

- Scorecards, routines, audits: This role owns | Director reviews monthly

- Shortlisting and interviews: This role owns | Director does final interview and selection

- Offer and appointment letters: This role drafts | Director approves and signs

- Payroll inputs: This role prepares | Accounts pays

- Written warnings and notices: This role recommends and drafts | Director approves

- Increments and confirmations: This role recommends from scorecards | Director decides

TRAINING

A. Training this person will receive (first 30 days)

1. Company orientation with the Director: group history, the ventures, values, and growth plans

2. Site immersion: at least 5 days across active sites to learn the construction stages, stage gates, the site engineer-site supervisor buddy model, and how labour and contractors work

3. Manual study: Site Engineer Manual, Site Supervisor Manual, Company Operating Manual, and existing appointment letters

4. Systems training: Operations Command Centre dashboard, WhatsApp reporting formats, and Excel registers

5. Design Studio and Viraasat Realty orientation: how design projects and sales work

6. Compliance refresher, if needed: PF, ESI, Labour Codes, and BOCW

B. Training this person will run for the team

1. New joiner induction: company overview, their role, their scorecard, and reporting routines, all on day one

2. SOP training: role-wise walkthroughs of the manuals for site staff

3. Safety training: site safety, PPE, and emergency protocols, coordinated with site leads

4. Reporting and tools training: daily WhatsApp updates, photo and video reporting, and dashboard use

5. Manager training: how to give feedback and score team members fairly

6. POSH awareness session: once a year for all staff

7. Skill development: a quarterly calendar covering technical, software, communication, and client-handling skills

FIRST 90 DAYS

- Days 1-30: Complete induction, meet every employee, and audit current roles and routines

- Days 31-60: Roll out roles and responsibilities, routines, and scorecards for all existing staff, and start hiring for Phase 1 roles

- Days 61-90: Complete the first full monthly review cycle, onboard new hires, and launch the training calendar

CANDIDATE PROFILE

- 3-8 years in HR, with at least 1 year in construction, real estate, or manufacturing

- Has built a KRA, KPI, and performance review system from scratch before

- Experience handling HR for more than one entity or business line

- MBA or PGDM in HR preferred

- Strong in Excel or Google Sheets; comfortable with WhatsApp-based reporting and dashboards

- Firm but fair: able to hold senior staff accountable

- Hindi and English, spoken and written

- Willing to visit construction sites regularly

KPIs FOR THIS ROLE

- Time to fill open positions

- New joiners still in the job after 90 days

- Share of employees with a completed monthly scorecard

- Routine compliance rate from spot audits

- Payroll inputs sent to Accounts on time and error-free every month

- Training calendar delivered as planned