Human Resource Recruiter

Role & responsibilities

1. Field Hiring

• Plan manpower requirements with store in-charges and area managers.
• Run walk-in drives, local campaigns, and referral and community outreach in the towns around each

store.

• Screen candidates, conduct first-round interviews, and verify documents and references.
• Coordinate with staffing partners and vendors on candidate sourcing and deployment.
• Maintain a hiring tracker covering open positions, time-to-fill, and offer-to-joining ratio.

2. Onboarding & Training

• Issue offer letters and complete joining formalities (KYC, bank details, statutory forms, ID cards).
• Conduct store induction covering company values, policies, safety, and code of conduct.
• Coordinate role-based training for cashiers, sales associates, stock handlers, and others.
• Follow up on new joiners at 7, 30, and 90 days and track training completion.

3. Attendance Tracking

• Monitor daily attendance across stores through the attendance system or store reports.
• Track leaves, weekly offs, late marks, and absenteeism, and follow up on irregularities.
• Consolidate and validate attendance data before the payroll cut-off.
• Flag stores with high absenteeism or attrition to management.

4. Store Visits & Travel

• Visit assigned stores on a planned schedule (monthly or fortnightly, as per the visit calendar) and

prepare a visit plan in advance.

• Meet employees on the shop floor to understand morale, concerns, and training needs.
• Verify attendance registers, staff records, joining documents, and statutory compliance on site.
• Conduct on-site interviews, induction sessions, and hiring drives during visits.
• Review staffing levels, shift coverage, and vendor-deployed manpower with store in-charges.
• Submit a visit report with observations, issues, and action points within 24 to 48 hours of each visit.
• Travel to nearby towns and villages as needed for recruitment and employee matters, including at short

notice for urgent hiring or grievance cases.

5. Grievance Handling & Employee Relations

Be the first point of contact for employee concerns, in person, by phone, or on store visits.

• Investigate complaints fairly, document them, and escalate serious cases with a clear record.
• Support disciplinary processes, show-cause notices, and exit formalities.
• Promote a respectful workplace and handle conflicts between staff or with supervisors.

6. Payroll Support

• Prepare and verify payroll inputs: attendance, overtime, incentives, deductions, and new joiner and exit

data.

• Coordinate with payroll teams and staffing partners to ensure accurate, on-time salary processing.
• Resolve salary queries and discrepancies raised by employees.
• Support statutory compliance (PF, ESI, minimum wages, labour laws) and maintain HR records.

Preferred candidate profile

Graduate in any discipline; MBA/PGDM in HR preferred.

13 years of HR experience, ideally in retail, FMCG, or other high-volume frontline hiring.