HR GENERALIST & OPERATION LEAD (Architecture Design & Manufacturing)

1.JOB SUMMARY

We are a multi-disciplinary architecture, facade engineering, and custom fabrication studio seeking an ambitious, highownership HR Generalist & Operations Lead. In this dual-impact role, you will lead end-to-end talent acquisition— ranging from niche parametric/computational designers to factory production specialists—while taking full ownership of daily office administration, HR documentation, and statutory labor records. The ideal candidate possesses a strong background in institutional relationship-building and campus recruitment across architectural colleges, engineering universities, and technical/ITI institutes, alongside hands-on experience managing blue-collar and white-collar personnel records.

2. KEY RESPONSIBILITIES

A. Talent Acquisition & Institutional Outreach (Primary Focus) • • • • •

Institute & Campus Relations: Proactively build and maintain long-term ties with placement officers, department heads, and directors at architectural schools, design colleges, engineering universities, and ITI/technical trade institutes.

Regional & Outstation Drive Travel: Plan and execute on-site campus placement drives and regional walk-in recruitment events by traveling to institutes located in neighboring towns and educational hubs surrounding our factory.

Specialized Technical Sourcing: Source, screen, and interview candidates for highly specialized studio roles (Facade Engineers, Computational/Parametric Designers, Architectural Visualizers, Civil Engineers, and Signage Graphic Designers).

Skilled & Blue-Collar Factory Sourcing: Build active pipelines for production personnel (Mechanical & Electrical Engineers, CNC Operators, Structural Steel Welders, Carpenters, Industrial Painters, Helpers, and Housekeeping).

Internship Management: Drive campus internship programs to source promising talent early, converting highperforming interns into full-time technical staff.

B. HR Documentation & Statutory Compliance • •

Employee Lifecycle Paperwork: Draft and issue formal offer letters, employment contracts, non-disclosure agreements (NDAs), appointment orders, confirmation letters, increment notifications, and relieving certificates.

Verification & Onboarding: Execute thorough background checks, educational degree validations, identity proofs, and previous employment verifications for all new hires. Maintain organized physical and digital personnel files. Confidential - Internal & Recruitment

C. Office Administration & Operational Management • • •

Daily Office Operations: Oversee facility maintenance, utility management, petty cash expense logs, vendor invoices, and general workplace administration.

Payroll Prep & Attendance: Audit daily biometric/attendance records across studio, site, and factory teams to prepare verified monthly inputs for payroll processing. Cross-Department Coordination: Serve as the primary operational liaison between studio design leads, factory project managers, and executive leadership.

3. REQUIRED QUALIFICATIONS & EXPERIENCE • • • • •

Education: Bachelor's Degree in Human Resources, Business Administration, or related discipline (MBA/PGDM in HR preferred).

Experience: 3 to 6 years of hands-on HR recruitment and office administration experience, preferably within Architecture, Construction, Engineering, or Manufacturing sectors.

Campus Recruitment Track Record: Proven capability in organizing campus drives, managing placement cell communication, and building academic network pipelines.

Regional Mobility: Full willingness and ability to travel to neighboring towns and trade institutes around the factory for recruitment and placement meetings. Documentation Mastery: Sharp attention to detail in legal drafting (appointment contracts, NDAs) and meticulous record-keeping for factory labor compliance.

4.GENERAL QUESTIONS FOR APPLICANTS

1. Campus & Outstation Travel: This role requires traveling to technical institutes and trade colleges in neighboring towns around our factory for campus drives. Are you comfortable with regional travel as required?

2. Educational Networking: Describe your past experience in coordinating directly with university placement officers or trade institute heads. How many successful campus drives or intern intakes have you organized?

3. Technical & Blue-Collar Hiring: What strategies do you use to source specialized technical design candidates (e.g., computational designers, facade engineers) versus skilled factory technicians (e.g., CNC operators, welders)?

4. HR Documentation & Labor Records: How do you manage employee documentation and statutory factory registers (attendance, shift rosters, contracts) to maintain 100% compliance?