Human Resource Executive

Yes — for posting on LinkedIn/Naukri/Indeed, the JD should be much shorter and focused on the actual need.

Senior HR & Talent Acquisition ExecutiveExperience: 1–6 Years

Department: HR & People Operations

Reports To: Management

About the RoleWe are looking for a Senior HR & Talent Acquisition Executive who can take ownership of hiring and day-to-day people operations.

The primary focus of this role is finding the right people, closing positions, and ensuring employees are properly onboarded, managed, and supported.

• Key ResponsibilitiesHiring & Recruitment – Primary FocusManage end-to-end recruitment from requirement to joining.
• Source candidates through job portals, LinkedIn, referrals, and other channels.
• Screen CVs and conduct initial interviews.
• Coordinate interviews with management.
• Handle candidate follow-ups, salary discussions, and offer closures.
• Maintain a strong candidate pipeline.
• Track hiring progress and improve time-to-hire.
• Employee ManagementManage joining, onboarding, documentation, and employee records.
• Prepare offer and appointment letters.
• Ensure employees understand company policies, SOPs, and responsibilities.
• Coordinate employee performance reviews and KPI/KRA tracking.
• Monitor employee productivity through the company's work-management system.
• Handle employee concerns, discipline, welfare, and engagement.
• Manage resignation and exit processes.
• HR OperationsMonitor attendance and verify automated payroll inputs.
• Maintain HR records and reports.
• Ensure HR processes and employee SOPs are followed.
• Work with management to improve HR systems and processes.
• What We Are Looking For3–6 years of relevant HR experience.
• Strong recruitment and candidate-sourcing skills.
• Excellent communication and follow-up skills.
• Good understanding of employee management and HR processes.
• Strong organizational and documentation skills.
• Comfortable using HR, productivity, and work-management tools.
• Proactive, responsible, and able to work independently.
• Ability to handle confidential employee matters professionally.

Key Performance AreasHiring | Candidate Pipeline | Time-to-Hire | Quality of Hiring | Onboarding | Employee Performance | Employee Engagement | HR Process Management

Most ImportantWe are looking for someone who does not just post jobs and wait for applications.

You should be proactive in finding candidates, building a pipeline, following up, closing positions, and taking ownership of the complete hiring process.

This role has strong potential to grow into an HR Manager / People Operations Manager position.