HR Manager

JOB PROFILE – HR MANAGERPosition: HR Manager

Department: Human Resources

Employment Type: Full-Time

Reporting To: Founder / Management

Job ObjectiveWe are looking for a proactive, disciplined, and result-oriented HR Manager who will be responsible for managing the complete employee lifecycle, including recruitment, onboarding, attendance, payroll coordination, performance management, employee engagement, HR policies, training, and compliance.

The HR Manager will play an important role in building a professional, accountable, and performance-driven work culture across the organization.

Key Responsibilities1. Recruitment & Talent Acquisition

• Manage end-to-end recruitment for office, sales, marketing, operations, and field positions.
• Understand manpower requirements from department heads and management.
• Source candidates through job portals, LinkedIn, references, consultants, and other channels.
• Conduct initial screening, coordinate interviews, negotiate offers, and complete joining formalities.
• Maintain an active recruitment pipeline for critical positions.
• Track recruitment turnaround time and hiring costs.

2. Employee Onboarding & Documentation

• Manage the complete joining and onboarding process for new employees.
• Ensure all employee documents, KYC, offer letters, appointment letters, agreements, and other required documentation are completed.
• Coordinate induction and department-level training.
• Maintain accurate employee records and HR database.

3. Attendance, Leave & Payroll Coordination

• Monitor daily attendance, punch-in/punch-out, late arrivals, absenteeism, and field attendance.
• Manage leave records according to company policy.
• Verify monthly attendance before payroll processing.
• Coordinate with Accounts/Finance for accurate and timely salary processing.
• Maintain records of incentives, deductions, reimbursements, and other payroll inputs.

4. HRMS / SFA & HR Systems

• Ensure employee attendance, reporting, leave, and other applicable activities are properly maintained through HRMS/SFA systems.
• Monitor employee compliance with company reporting systems.
• Identify errors or process gaps and coordinate with the relevant team for correction.
• Work toward automation and standardization of HR processes.

5. Performance Management

• Establish and monitor KPIs/KRAs for employees in coordination with department heads.
• Conduct monthly and quarterly performance reviews.
• Identify low-performing employees and initiate performance improvement plans where required.
• Maintain proper documentation for performance warnings and corrective actions.
• Support management in promotions, increments, incentives, and performance-based decisions.

6. Training & Development

• Identify training requirements across departments.
• Coordinate induction, product, sales, process, and behavioural training.
• Ensure new employees receive required training before taking full responsibility.
• Maintain training attendance and performance records.
• Measure the effectiveness of training programs.

7. Employee Engagement & Culture

• Build a professional, positive, disciplined, and performance-oriented workplace culture.
• Address employee concerns and workplace issues professionally.
• Improve communication between employees, managers, and management.
• Plan employee engagement and recognition initiatives.
• Support employee retention and reduce unnecessary attrition.

8. HR Policies & Discipline

• Develop, implement, and enforce HR policies and SOPs.
• Ensure employees follow attendance, leave, reporting, conduct, and performance policies.
• Issue warning letters, show-cause notices, and other disciplinary communication when required.
• Maintain proper documentation for disciplinary actions.

9. Exit Management

• Manage resignations, notice periods, terminations, and employee exits.
• Conduct exit interviews and identify reasons for attrition.
• Coordinate handover, clearance, asset recovery, and Full & Final Settlement.
• Ensure all exit documentation is properly maintained.

10. HR Compliance & Reporting

• Maintain HR records and statutory documentation as applicable.
• Coordinate with consultants/accounts for PF, ESIC, Professional Tax, and other applicable labour compliances.
• Prepare weekly and monthly HR MIS reports for management.
• Provide data on manpower, recruitment, attendance, attrition, performance, payroll, and vacancies.
• Candidate Requirements4–7 years of experience in Human Resources, preferably with experience managing multiple departments and field/sales employees.
• MBA / PGDM in HR or equivalent qualification preferred.
• Strong experience in recruitment, payroll coordination, HR operations, performance management, and employee relations.
• Good understanding of HR policies and labour compliance.
• Experience working with HRMS, attendance, payroll, or SFA systems will be preferred.
• Strong communication, leadership, negotiation, and problem-solving skills.
• Ability to handle confidential employee information professionally.
• Strong follow-up and execution capabilities.

Key Performance Indicators (KPIs)The HR Manager will be evaluated on:

• Recruitment turnaround time
• Vacancy closure rate
• Employee attendance and discipline
• Employee retention and attrition
• Payroll accuracy and timely closure
• New employee onboarding completion
• Training completion and effectiveness
• Performance review completion
• HR documentation accuracy
• HRMS/SFA compliance
• Employee productivity and engagement
• Timely HR MIS reporting

Primary GoalTo build a strong, disciplined, accountable, and performance-driven organization by ensuring the right people are hired, trained, managed, evaluated, and retained through effective HR systems and processes.