Human Resource Manager

Role & responsibilities Department: Human Resources Reporting to: Managing Director/Director Role Objective The HR Head will build a disciplined, performance-oriented and people-focused organization. The role is not limited to HR administration or data entry; it requires complete ownership of recruitment, employee development, performance management, policies, culture and statutory compliance. Key Responsibilities 1. Manpower Planning and Recruitment: a. Prepare department-wise manpower plans aligned with business growth. b. Recruit suitable candidates within agreed timelines and budgets. c. Develop reliable hiring channels and maintain a talent pipeline. d. Coordinate interviews, offers, joining and background verification. 2. Onboarding and Employee Lifecycle: a. Ensure proper induction, documentation and role clarity for every employee. b. Issue appointment, confirmation, increment, transfer and separation letters. c. Manage probation reviews, confirmations, transfers and exit processes. d. Maintain accurate and confidential employee records. 3. Performance Management: a. Implement measurable KRAs and KPIs for every role. b. Conduct monthly, quarterly and annual performance reviews. c. Identify performance gaps and establish Performance Improvement Plans. d. Ensure managers provide timely feedback and take corrective action. 4. Learning and Development: a. Prepare annual and monthly training calendars. b. Coordinate product, sales, technical, leadership and behavioural training. c. Track certifications and evaluate training effectiveness. d. Develop future managers and departmental leaders. 5. Employee Engagement and Culture: a. Build a culture of ownership, discipline, accountability and teamwork. b. Improve communication and emotional connection across the organisation. c. Conduct engagement activities, recognition programmes and feedback sessions. d. Handle employee concerns professionally and confidentially. 6. Policies, Discipline and Compliance: a. Create and implement HR policies, SOPs and the employee handbook. b. Ensure compliance with applicable labour laws and statutory requirements. c. Manage attendance, leave, disciplinary matters and workplace conduct. d. Coordinate POSH compliance, payroll inputs, PF, ESIC and other requirements. 7. Compensation and Retention: a. Support salary benchmarking, appraisals and incentive structures. b. Analyse employee turnover and implement retention plans. c. Recognise and reward high-performing employees. d. Conduct exit interviews and submit attrition analysis. 8. HR Reporting: a. Submit a weekly HR dashboard to management. b. Track vacancies, hiring status, attendance, attrition and performance. c. Report training completion, employee issues and compliance status. d. Recommend corrective actions instead of merely reporting data. Key Performance Indicators: • Positions filled within the defined turnaround time. • 90-day employee retention rate. • Overall employee attrition rate. • Completion of monthly performance reviews. • Employee training and certification completion. • Attendance and discipline improvement. • HR policy and statutory compliance. • Employee engagement and grievance-resolution scores. • Percentage of employees achieving defined KRAs. • Accuracy and timeliness of HR reports and payroll inputs. Required Qualification and Experience: • MBA/PGDM in Human Resources or an equivalent qualification. • 812 years of HR experience, with at least 3 years in a leadership role. • Experience in an IT, cybersecurity, cloud, software or technology organisation is preferred. • Strong knowledge of recruitment, performance management, labour compliance and employee engagement. • Good leadership, communication, decision-making and conflict-resolution skills. • Ability to work directly with senior management and department heads. Expected Leadership Qualities: • Takes complete ownership and delivers within timelines. • Maintains confidentiality, integrity and fairness. • Balances employee welfare with organisational performance. • Communicates clearly and handles difficult conversations confidently. • Works proactively and presents solutions along with problems. • Builds discipline through consistent review and follow-up.

Preferred candidate profile