HR & Administration Manager

Role & responsibilities

1. Recruitment & Talent Acquisition

- Manage end-to-end recruitment across Operations, Civil & Hardscaping, Horticulture, Sales & Business Development, Marketing, Finance & Accounts, QS & Billing, Procurement and Administration.

- Prepare job descriptions, screening criteria and interview evaluation formats.

- Source candidates through Naukri, LinkedIn, referrals and recruitment agencies.

- Coordinate interviews, salary negotiations, offer releases, onboarding and joining follow-ups.

- Maintain a recruitment tracker and report vacancy status, hiring timelines and recruitment costs.

2. HR Policies, SOPs & Documentation

- Develop and implement the employee handbook, HR policies and departmental HR SOPs.

- Establish policies for attendance, leave, working hours, holidays, travel, reimbursements, discipline and employee conduct.

- Standardise appointment letters, employment records, onboarding checklists, confirmation letters and exit documents.

- Maintain organised, confidential and up-to-date employee records.

3. End-to-End HR Operations

- Manage the employee lifecycle from recruitment and onboarding to confirmation, performance reviews and separation.

- Monitor attendance, leave, absenteeism, employee deployment and manpower requirements.

- Coordinate payroll inputs, salary revisions, incentives, deductions and full-and-final settlements with Finance & Accounts.

- Handle employee grievances, disciplinary matters and employee engagement.

4. Statutory Compliance & Labour Law

- Coordinate applicable EPF, ESI, professional tax, gratuity, bonus, minimum-wage and other statutory compliance requirements.

- Maintain a compliance calendar, registers, employee documentation and relevant records.

- Coordinate with external consultants and authorities where required.

- Monitor compliance requirements applicable to office staff, project sites and contract workers.

5. Performance Management, KRAs & KPIs

- Develop department-wise KRAs and measurable KPIs in coordination with department heads.

- Implement probation reviews, monthly performance monitoring, quarterly appraisals and annual performance reviews.

- Track employee productivity, attendance, discipline and target achievement.

- Coordinate performance improvement plans, training requirements, promotions and increments based on approved policies.

6. Manpower Planning & Organisation Structure

- Develop and maintain the organisation chart, reporting hierarchy and department-wise manpower plan.

- Identify hiring gaps and coordinate staffing requirements with management.

- Establish clear roles, responsibilities, reporting lines and approval authorities.

- Monitor manpower costs and recruitment requirements against approved budgets.

7. HR Systems, MIS & Automation

- Establish centralised employee databases, recruitment trackers and HR dashboards.

- Prepare monthly reports covering headcount, vacancies, recruitment, attrition, attendance, compliance and performance.

- Standardise HR formats, checklists, workflows and documentation.

- Use Excel, HRMS and digital tools to improve efficiency and reduce manual work.

- Coordinate with the existing Microsoft 365 environment and other approved business systems.

8. Training, Development & Employee Engagement

- Identify employee skill gaps and prepare a training calendar.

- Conduct employee induction and coordinate technical, behavioural and supervisory training.

- Implement employee feedback, engagement, recognition and retention initiatives.

- Support managers in building a professional, disciplined and accountable work culture.

9. Administration & Management Coordination

- Manage office administration, employee facilities and administrative documentation.

- Coordinate with Operations, Finance, Procurement and other departments on manpower and employee-related matters.

- Attend daily morning stand-up meetings, update assigned tasks and follow up on pending actions.

- Participate in weekly operational review meetings and submit regular HR progress reports.

- Maintain an action tracker with responsibilities, deadlines and completion status.

Preferred candidate profile

Required Qualifications & Experience

- Bachelor's degree in HR, Business Administration or a related discipline; MBA/PGDM in HR is preferred.

- Minimum 5 years of hands-on HR experience.

- Strong practical knowledge of recruitment, HR operations, policies, documentation, payroll coordination and labour compliance.

- Experience implementing KRAs, KPIs, performance reviews and HR reporting systems.

- Experience in construction, infrastructure, real estate, landscaping, horticulture or other project-based businesses is preferred.

- Good knowledge of MS Excel, HRMS and digital documentation tools.

- Strong communication, coordination, problem-solving and execution skills.

First 90-Day Expectations

- First 30 days:Audit existing HR practices, review employee records, map vacancies and identify policy and compliance gaps.

- By 60 days: Implement priority HR policies, recruitment trackers, employee documentation and attendance systems.

- By 90 days: Establish department-wise KRAs and KPIs, HR dashboards, performance review processes and a six-month HR improvement plan.

Key Performance Indicators

- Recruitment turnaround time and quality of hires.

- Timely closure of approved vacancies.

- Accuracy of employee records and payroll inputs.

- Timely completion of applicable statutory compliance.

- Implementation of HR policies and SOPs.

- Completion of performance reviews and KPI reporting.

- Employee retention, grievance resolution and training effectiveness.

- Timely submission of HR MIS and closure of management action items.

Ideal Candidate

We are looking for a self-driven HR professional who can take ownership of the complete HR function, work independently, build systems from scratch and ensure consistent execution across departments.

Candidates should be comfortable working in a growing company where processes are being strengthened and improved continuously.

How to Apply

Interested candidates should share their updated resume along with:

- Total HR experience.

- Current and expected salary.

- Notice period and availability to join.

- Experience in end-to-end HR operations and statutory compliance.

- Experience developing HR policies, SOPs, KRAs and KPIs.

Perks and benefits