HR Manager

• Key Responsibilities1. Talent Acquisition & Workforce PlanningLead end-to-end recruitment for all levels (engineering, defence, operations, admin).
• Coordinate with HODs to understand manpower planning and role clarity.
• Ensure structured hiring: JD approval → interview → offer → onboarding.
• Prevent unauthorised hiring or informal onboarding.
• 2. Employee Lifecycle ManagementOversee onboarding, documentation, and induction processes.
• Maintain accurate employee records (contracts, IDs, performance data).
• Manage confirmations, role changes, transfers, and exits.
• Ensure structured exit management and asset recovery.
• 3. Performance Management & AccountabilityImplement and manage performance appraisal systems (KRA/KPI-based).
• Track probation reviews, annual appraisals, and performance improvement plans (PIPs).
• Support leadership in enforcing consequences for underperformance or misconduct.
• Maintain documentation for all warnings, show-cause notices, and disciplinary actions.
• 4. Policy, Process & ComplianceDraft, implement, and update HR policies:
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• Attendance & leave
• Code of conduct
• Procurement & asset usage (HR side)
• Laptop / IT asset allocation
• POSH, grievance redressal, whistleblower policy
• Ensure statutory compliance (PF, ESIC, labour laws, defence-linked norms if applicable).
• Act as custodian of organisational SOPs related to people management.
• 5. Payroll, Compensation & BenefitsOversee payroll processing with zero error tolerance.
• Ensure timely salary disbursement and statutory filings.
• Manage CTC structuring, incentives, and benefits.
• Maintain confidentiality and financial discipline.
• 6. Culture, Discipline & EthicsAct as the first line of organisational discipline enforcement.
• Address behavioural issues, conflicts, and escalations professionally.
• Ensure respectful, merit-driven, and performance-oriented culture.
• Support leadership in building a Nation-First, responsibility-driven mindset.
• 7. Employee Engagement & CommunicationConduct periodic employee engagement initiatives.
• Handle grievances with neutrality and documented closure.
• Ensure clear internal communication of policies and CEO directives.
• Support town halls, leadership communications, and internal announcements.
• 8. HR Reporting & GovernancePrepare monthly HR dashboards:
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• Headcount
• Attrition
• Open positions
• Compliance status
• Present insights to CEO/CXOs with facts, not opinions.
• Ensure HR is a control function, not just a support function.
• Authority & AccountabilityCan stop or flag any HR process that violates policy or compliance.
• Cannot approve deviations without written leadership approval.
• Personally accountable for:
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• Policy lapses
• Documentation failures
• Compliance breaches
• Required QualificationsMBA / PGDM in HR or equivalent.
• 6–10 years of HR experience (manufacturing, defence, infra, or tech preferred).
• Strong understanding of Indian labour laws.

Experience in fast-growing or founder-led organisations is a plus.