HR Manager

HR Executive - Talent Acquisition Job SummaryThe HR role will handle the complete employee life cycle from hiring to exit/firing, including recruitment, onboarding, payroll, employee relations, performance management, training, statutory compliance, HR operations, and reporting. The role also requires active contribution in company culture development, team bonding, employee engagement, and induction management.

• Key Responsibilities1. Recruitment & Talent AcquisitionUnderstand manpower requirements from department heads and business leaders.
• Create and post job descriptions on job portals, LinkedIn, social media, and other sources.
• Source candidates through portals, referrals, consultants, campus hiring, and walk-ins.
• Screen resumes, conduct HR interviews, and coordinate interviews with managers.
• Manage offer roll-out, salary negotiation, and onboarding formalities.
• Maintain recruitment trackers, dashboards, candidate databases, and MIS reports.
• Build and maintain a talent pipeline for current and future hiring needs.
• Handle the complete hiring process from hiring to separation/firing as per company policy.
• Kya kya Job portals hoy che ?????????
• Job portal sivay kya way che jenathi tame hiring kari shko . 
• Intern and trainee telecaller ne tame kevi rite train karso , eni salary kai rite nakki karso ???
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• 2. Onboarding & InductionHandle orientation and joining formalities for new employees.
• Manage the new staff induction module and ensure smooth implementation.
• Coordinate documentation, induction, and joining process efficiently.
• Plan refresher or onboarding training for new joiners.
• Capture feedback and monitor new joiner adjustment.
• 3. Employee Relations, Engagement & Culture BuildingMaintain positive employee relations across the organization.
• Address employee concerns, grievances, and conflict situations.
• Support disciplinary actions and conflict resolution when needed.
• Plan and execute employee engagement activities, events, and retention initiatives.
• Improve team bonding, workplace harmony, and employee satisfaction.
• Drive initiatives for company culture development and a positive work environment.
• Support welfare, satisfaction, and workplace culture improvement.

• 4. Performance Management System (PMS)Manage the end-to-end appraisal cycle and performance review process.
• Support goal setting, KRA/KPI alignment, and cascading of objectives.
• Track performance ratings, reviews, calibration, and normalization.
• Prepare PMS reports, dashboards, and leadership MIS.
• Support performance improvement plans and appraisal-related employee queries.
• Analyze performance data to support talent and reward decisions.
• 5. Training & DevelopmentIdentify training needs through PMS, managers, and business requirements.
• Plan annual training calendar and coordinate training programs.
• Track training attendance, effectiveness, and impact analysis.
• Support leadership development, skill enhancement, and employee development initiatives.
• 6. HR Operations, Payroll & Employee LifecycleMaintain employee records, HR files, and HRMIS/HRIS data.
• Manage attendance, leave, manpower records, and employee lifecycle documentation.
• Handle payroll coordination, including salary processing, loan management, deductions, reimbursements, increments, bonus, and incentives.
• Support full employee lifecycle administration from joining to exit.
• Prepare HR reports on headcount, attrition, absenteeism, and other metrics.
• Handle day-to-day HR administrative activities and internal coordination.
• 7. Statutory Compliance & LegalEnsure compliance with labor laws and statutory requirements such as PF, ESIC, Bonus, Gratuity, and Factory Act.
• Maintain statutory records, registers, and documentation.
• Liaise with auditors and government authorities when required.
• Support compliance-related reporting and process adherence.
• 8. Industrial Relations / Workforce ManagementHandle industrial relations matters, especially in plant/manufacturing environments.
• Support disputes, negotiations, and workforce discipline issues.
• Coordinate with staffing agencies for temporary manpower needs.
• Ensure smooth plant operations without disruption.
• Manage employee issues up to separation, including disciplinary action and exit process as per policy.
• 9. Reporting, Analytics & HR MISPrepare daily, weekly, monthly, and yearly HR reports.
• Maintain recruitment, PMS, training, payroll, and employee records in spreadsheets/HR systems.
• Analyze HR data to support leadership decisions and workforce planning.
• Generate actionable insights on attrition, engagement, performance, and manpower trends.
• Preferred Candidate ProfileMBA / PGDM in HR, Industrial Relations, or equivalent.
• 3–12 years of experience in HR, depending on role level.
• Experience in manufacturing, engineering, auto components, or plant environment preferred.
• Strong knowledge of recruitment, PMS, employee relations, compliance, payroll, and HR operations.
• Good communication, interpersonal, problem-solving, and leadership skills.
• Ability to build company culture, improve team bonding, and manage employee engagement effectively.
• Proficiency in Excel, HRMIS/HRIS, and HR reporting tools; Power BI is an advantage.