Hr Manager 1

Key Responsibilities

1. Recruitment & Talent Acquisition

• Understand manpower requirements from different departments.
• Prepare and publish job descriptions on appropriate recruitment platforms.
• Source and shortlist candidates through job portals, references, social media, and other channels.
• Conduct initial HR screening and interviews.
• Coordinate technical and management interviews.
• Negotiate salary and coordinate offer/appointment formalities.
• Maintain an updated candidate database.
• Ensure timely recruitment for critical positions.
• Develop a talent pool for recurring positions such as production staff, technicians, engineers, sales staff, and office employees.

2. Employee Onboarding & Induction

• Complete joining formalities and documentation.
• Conduct employee induction and explain company policies, rules, and procedures.
• Coordinate introduction of new employees with their respective departments.
• Ensure proper documentation and employee file creation.
• Follow up with new employees during their initial period.

3. Attendance, Leave & Workforce Management

• Maintain and monitor daily employee attendance.
• Track late coming, absenteeism, overtime, shifts, and leave.
• Manage leave applications and records.
• Prepare monthly attendance reports.
• Identify attendance and absenteeism trends.
• Coordinate with department heads regarding manpower shortages and attendance issues.

4. Payroll Coordination

• Coordinate monthly payroll inputs with the Accounts Department.
• Verify attendance, leave, overtime, incentives, deductions, and other salary-related information.
• Ensure accurate and timely submission of payroll data.
• Handle employee queries related to salary, attendance, deductions, and leave.
• Maintain proper salary and payroll-related records.

5. Employee Relations & Grievance Handling

• Act as the first point of contact for employee-related concerns.
• Listen to employee grievances and resolve issues professionally.
• Maintain healthy communication between employees and management.
• Handle employee conflicts and workplace issues.
• Maintain confidentiality of sensitive employee matters.
• Escalate serious issues to management when required.

6. Performance Management

• Coordinate employee performance appraisal processes.
• Assist department heads in defining employee KPIs and performance expectations.
• Maintain performance records.
• Monitor probation and confirmation processes.
• Identify performance gaps and coordinate improvement plans.
• Support management in employee promotion, increments, and role changes.

7. Attrition & Employee Retention

• Track employee turnover and attrition department-wise.
• Conduct exit interviews for employees leaving the organization.
• Identify major reasons for employee resignations.
• Prepare periodic attrition reports for management.
• Identify recurring employee-related issues.
• Recommend suitable employee-retention initiatives.
• Develop strategies to retain skilled and valuable employees.

8. HR Policies & Discipline

• Implement and communicate company HR policies.
• Ensure employees understand company rules and procedures.
• Monitor workplace discipline and professional conduct.
• Handle cases of repeated absenteeism, misconduct, late coming, and policy violations.
• Issue appropriate warnings/notices in coordination with management where required.
• Continuously improve HR policies based on organizational requirements.

9. Training & Development

• Identify employee training requirements in consultation with department heads.
• Coordinate technical, safety, behavioral, and soft-skill training programs.
• Maintain employee training records.
• Support employee skill development and career growth.
• Coordinate induction training for new employees.

10. Statutory Compliance

• Maintain employee records required for statutory compliance.
• Coordinate with the Accounts Department and external consultants regarding applicable:
• PF
• ESIC
• Professional Tax
• Labor-law requirements
• Employee-related statutory documentation
• Ensure timely collection and maintenance of required employee documents.
• Stay updated on applicable HR and labor regulations.

11. Employee Engagement & Culture

• Plan employee engagement activities.
• Encourage a positive and professional workplace culture.
• Coordinate employee recognition and appreciation initiatives.
• Organize employee meetings, celebrations, and welfare activities.
• Improve communication and engagement between employees and management.

12. Exit & Full & Final Coordination

• Manage resignation and exit formalities.
• Conduct exit interviews.
• Coordinate departmental clearance.
• Prepare required employee separation documentation.
• Coordinate with Accounts for full & final settlement.
• Ensure proper handover of company assets, documents, and responsibilities.

13. HR MIS & Reporting

Prepare and maintain regular HR reports such as:

• Employee headcount
• Department-wise manpower
• Attendance report
• Leave report
• Overtime report
• Recruitment status
• Joining and exit report
• Attrition report
• Employee performance report
• Training report
• Manpower requirement
• Employee salary/payroll inputs
• Probation and confirmation status

Required Skills

• Strong communication and interpersonal skills.
• Good employee-handling and people-management skills.
• Strong recruitment and interview skills.
• Good knowledge of HR processes and practices.
• Basic knowledge of payroll and labor compliance.
• Good knowledge of MS Excel and MS Office.
• Strong documentation and reporting skills.
• Good problem-solving ability.
• Strong follow-up and coordination skills.
• Ability to maintain confidentiality.
• Ability to handle difficult employee situations professionally.
• Proactive approach toward identifying and solving HR issues.

Key Performance Indicators (KPIs)

The HR Generalist will be evaluated on:

1. Recruitment turnaround time
2. Quality and retention of new hires
3. Employee attendance and discipline
4. Attrition rate
5. Employee grievance resolution
6. Payroll input accuracy
7. Timely completion of HR documentation
8. Employee performance review completion
9. Training and development activities
10. HR compliance
11. Employee engagement
12. Overall HR process improvement

Ideal Candidate

We are looking for someone who is mature, responsible, approachable, disciplined, proactive, and people-oriented.

The ideal candidate should be capable of independently handling HR operations while maintaining a healthy balance between employee needs and company requirements.

The candidate should be comfortable working in a manufacturing environment and coordinating with workers, technicians, engineers, managers, department heads, and senior management.

Key Qualities

People Management | Communication | Discipline | Confidentiality | Problem Solving | Recruitment | Employee Retention | Coordination | Ownership