HR Executive

The HR Generalist plays a critical role in overseeing end-to-end human resource operations, employee relations, talent management, and statutory compliance across the organization. This position acts as the primary liaison between management and staff, fostering a positive workplace culture, driving employee retention, ensuring seamless administration, and optimizing internal HR processes.

Role & responsibilities

Talent Acquisition & Onboarding

• Coordinate full-cycle recruitment efforts for open requisitions, including job postings, candidate screening, interviewing, and offer negotiations.
• Manage seamless candidate onboarding and induction programs to introduce new hires to company culture, policies, and operational expectations.
• Oversee background verification (BGV), documentation, and employee record creation within the HRIS.

Employee Lifecycle Management

• Manage daily HR operations including attendance tracking, leave administration, shift management, and probation reviews.
• Conduct structured employee connect programs, skip-level meetings, and routine floor visits to gauge workplace sentiment.
• Facilitate offboarding processes, exit interviews, turnover analysis, and Full & Final (F&F) settlement clearances.

Employee Relations & Workplace Culture

• Serve as a trusted advisor to employees and department managers for grievance resolution, workplace conflict management, and policy inquiries.
• Plan and execute employee engagement calendars, team-building activities, rewards and recognition (R&R) programs, and wellness initiatives.
• Support performance improvement plans (PIP), counseling, and formal disciplinary actions in line with corporate guidelines.

HR Operations & Statutory Compliance

• Prepare accurate monthly payroll inputs including attendance regularizations, LOPs, reimbursements, and statutory deductions.
• Ensure compliance with federal, state, and local labor regulations, including PF, ESI, POSH Act, Factories Act, and Shops & Establishment guidelines.
• Maintain internal policies, standard operating procedures (SOPs), and audit-ready employee records.

Employee Engagement

• Design, execute, and monitor employee engagement initiatives and team-building activities to foster workplace satisfaction and positive organizational culture.
• Gather and analyze employee feedback through surveys and focus groups to recommend actionable improvements.

Payroll & Attendance Management

• Oversee monthly payroll inputs, attendance tracking, leave management, and shift schedules to ensure accurate and timely disbursement.
• Address employee payroll queries and reconcile leave/attendance discrepancies in collaboration with the finance team.

Database & HRIS Management

• Maintain complete and up-to-date employee records, digital files, and HRIS databases ensuring strict data accuracy and confidentiality.
• Generate routine HR reports, audits, and analytics on personnel data for strategic planning and executive decision-making.

HR Reporting & Analytics

• Maintain updated headcount, absenteeism, and recruitment analytics.
• Generate regular HR dashboards and executive reports for key stakeholders to support data-driven decision-making.

Vendor Management

• Oversee and coordinate day-to-day operations of the housekeeping team and facility support staff.
• Maintain positive vendor relations, negotiate service terms, and manage external service providers.
• Monitor service quality maintenance, conduct regular facility audits, and resolve service deliverables issues.

Preferred candidate profile

Education & Experience

• Education: Bachelor's degree in Human Resources, Business Administration, or a related field (MBA/PGDM in HR preferred).
• Experience: 3 to 6 years of core HR Generalist / Operations experience in a corporate or manufacturing setting.

Technical & Core Competencies

• Strong knowledge of labor laws, statutory compliance, and payroll frameworks.
• Proficiency with HRIS platforms (e.g., Workday, SuccessFactors, Keka, Zoho HRMS) and advanced MS Excel skills.
• Demonstrated experience handling employee relations, performance reviews, and retention strategies.

Soft Skills

• Exceptional interpersonal, active listening, and conflict-resolution abilities.
• Excellent written and verbal communication skills.
• Strong organizational, multitasking, and problem-solving capabilities.

Key Performance Indicators (KPIs)

• Time-to-Fill & Quality of Hire: Closing vacant positions within established SLA timelines while maintaining high performance retention.
• Employee Engagement Index: Measurable increase in employee participation and quarterly satisfaction scores.
• Compliance & Audit Score: Zero critical non-compliance findings in internal and external statutory audits.
• Resolution Turnaround Time (TAT): Prompt resolution of employee grievances and HR service requests within defined operational SLAs.