HR Manager

1. Employee Onboarding

* HR will be responsible for managing the complete onboarding process for all new employees.

* Once an employee joins a department, HR will provide the required training module and introduce them to the company, its culture, processes, and expectations.

2. Employee Documentation

* HR will create and maintain a structured documentation system for both **online and offline records**.

* All new employees will receive their offer letters and other required documents through HR.

* HR will be responsible for maintaining the complete documentation and records of each employee.

* The concerned departments will provide HR with the required pointers/information for new hiring

3. Recruitment & Job Posting

* HR will handle job postings across relevant recruitment platforms such as **Apna** and other suitable applications/platforms.

* Department heads will share their manpower requirements and relevant job requirements with HR.

4. Training & Company Orientation

* HR will ensure that every new employee receives the appropriate training module after joining.

* HR will brief new employees about the company, its policies, processes, culture, and general expectations.

5. Company Policies & Employee Norms

* HR will structure and document basic company norms, policies, and guidelines.

* These norms will be communicated clearly to all employees and followed consistently across departments.

6. Leave Management

* Employees will submit their leave applications to HR through email.

* HR will coordinate with the respective department/department head to confirm whether the leave can be approved based on the department’s requirements and workload.

* Once the concerned department provides approval, HR will manage and maintain the leave records accordingly.

7.Candidate Pipeline

* HR will maintain a pipeline of candidates who have been shortlisted but are not yet selected/onboarded.

* This will ensure that there is a ready pool of potential candidates available in case of urgent requirements or sudden employee exits.

* The pipeline should be regularly updated so that suitable candidates can be contacted quickly whenever a vacancy arises.

**Overall, the objective is to have HR manage the complete employee lifecycle, from recruitment and onboarding to documentation, training, policies, leave coordination, and maintaining a strong candidate pipeline.**