HR Executive

HR GENERALISTCompany: Pretty Women

Location: Dadar West, Mumbai

Working Hours: 9:30 AM to 7:00 PM

Working Days: Monday to Saturday

Reports To: Owner / Management

Job PurposeThe HR Generalist will be responsible for managing the complete employee lifecycle, including recruitment, attendance, leave, payroll coordination, employee discipline, performance measurement, training, documentation and implementation of company policies.

The person should be practical, firm, fair and highly organised, with the ability to independently manage HR matters in a growing garment wholesale and retail business.

• Key Responsibilities1. Recruitment & HiringUnderstand manpower requirements from department heads/management.
• Prepare and post job descriptions.
• Screen CVs and conduct initial interviews.
• Coordinate final interviews with management.
• Check references where required.
• Maintain a recruitment tracker.
• Ensure new employees join with proper documentation.
• 2. Joining & Employee DocumentationCollect Aadhaar/PAN, bank details, address and other required documents.
• Prepare joining forms, appointment letters and employee files.
• Explain company rules, working hours, leave policy and discipline requirements.
• Conduct proper induction for every new employee.
• Maintain an updated employee master database.
• 3. Attendance & Leave ManagementMaintain daily attendance records.
• Monitor late coming, early leaving and unauthorised absence.
• Maintain leave records for every employee.
• Identify repeated absenteeism or attendance issues.
• Submit monthly attendance reports to management.
• Ensure overtime, if applicable, is properly recorded and approved.

4. Performance Measurement – KPI/KRAThe HR Generalist will coordinate and monitor employee performance, but should not personally manipulate or decide performance scores.

Responsibilities include:

• Ensure every department has defined KRAs/KPIs.
• Collect measurable performance data from the respective department.
• Maintain monthly performance reports.
• Compare actual performance against targets.
• Highlight underperformance to management.
• Maintain records of warnings, improvement plans and achievements.
• Conduct periodic performance reviews with department heads.

Important: HR should be the process owner and independent recorder, while operational performance should be verified by the relevant department/manager.

• 5. Employee Discipline & PoliciesImplement company HR policies fairly and consistently.
• Monitor compliance with attendance, dress, grooming, behaviour and workplace rules.
• Issue warnings/disciplinary notices when authorised.
• Maintain records of disciplinary matters.
• Handle employee grievances professionally.
• Escalate serious matters to management.
• 6. Training & SOP ImplementationMaintain a training calendar.
• Coordinate induction and role-specific training.
• Ensure employees understand their SOPs.
• Maintain training attendance and assessment records.
• Follow up with managers to check whether training is actually being implemented.
• Identify recurring employee errors and recommend additional training.
• 7. Payroll CoordinationPrepare monthly attendance and salary inputs.
• Coordinate salary calculations with accounts.
• Verify deductions, leave, overtime, incentives and other approved adjustments.
• Ensure payroll information is submitted accurately and on time.
• Maintain confidentiality of salary information.
• 8. Employee Engagement & RetentionMaintain regular communication with employees.
• Understand employee concerns and workplace issues.
• Conduct periodic employee feedback.
• Identify employees at risk of leaving.
• Help management improve employee retention and workplace culture.
• 9. Exit & Full & Final SettlementManage resignation and exit formalities.
• Conduct exit interviews.
• Collect company property/documents.
• Coordinate full & final settlement with accounts.
• Update employee records and reason for leaving.
• Analyse employee turnover and identify recurring reasons.

10. HR Reporting to ManagementPrepare a monthly HR dashboard covering:

• Total employees
• New joiners
• Resignations
• Absenteeism
• Late coming
• Leave utilisation
• Overtime
• Staff turnover
• Open vacancies
• Recruitment status
• Training completed
• KPI/KRA performance
• Disciplinary cases
• Employee grievances
• Employees requiring performance improvement
• Department-wise manpower requirements

Key KRAs for the HR GeneralistKRAMeasurementRecruitmentPositions closed within agreed timelineAttendanceAccurate daily/month