Human Resource

A. Talent Acquisition (TA)

• Manage the end-to-end recruitment lifecycle, from understanding manpower requirements and sourcing candidates to screening, interviewing, offer management, and onboarding.
• Partner with hiring managers and business stakeholders to understand role requirements, define hiring priorities, and develop effective recruitment strategies.
• Source candidates through job portals, professional networks, employee referrals, social media, recruitment agencies, and other relevant channels.
• Build and maintain a strong talent pipeline for current and future business requirements across relevant functions.
• Conduct initial candidate screening and competency-based discussions to assess role fit, communication skills, and cultural alignment.
• Coordinate interviews with hiring managers and ensure a smooth, timely, and positive candidate experience throughout the recruitment process.
• Manage offer rollouts, salary discussions, offer acceptance, joining formalities, and pre-joining engagement to minimize offer dropouts.
• Track recruitment metrics such as time-to-hire, offer-to-join ratio, source effectiveness, and hiring progress.
• Maintain accurate recruitment trackers, candidate databases, and periodic hiring reports.
• Strengthen employer branding and support initiatives that position Bonito Designs as an employer of choice.

B. HR Business Partnering (HRBP)

• Act as a key HR point of contact for assigned business teams, building effective relationships with employees, managers, and business leaders.
• Understand business priorities and workforce requirements and align HR initiatives with organizational goals.
• Support manpower planning, organizational changes, and workforce productivity initiatives in collaboration with business stakeholders.
• Drive employee engagement initiatives, recognition programs, team connect activities, and employee communication initiatives.
• Partner with managers to address employee concerns, improve team effectiveness, and enhance employee satisfaction and retention.
• Support performance management processes, including goal setting, performance reviews, feedback discussions, and performance improvement plans.
• Identify employee attrition trends and support retention strategies through exit analysis, stay conversations, and proactive interventions.
• Facilitate employee onboarding, induction, probation reviews, internal movements, and separation processes.
• Provide guidance to managers and employees on HR policies, processes, attendance, leave, workplace conduct, and employee-related matters.
• Support grievance handling, conflict resolution, and employee relations while ensuring fairness, confidentiality, and adherence to company policies.
• Conduct exit interviews, analyze feedback, and recommend actionable measures to improve the employee experience.
• Support learning and development initiatives by identifying training needs and coordinating relevant interventions.

C. HR Operations & Employee Lifecycle Management

• Maintain accurate employee records, HR trackers, personnel documentation, and employee lifecycle data.
• Coordinate joining formalities, background verification, documentation, induction, and employee confirmation processes.
• Ensure timely execution of HR processes and compliance with applicable employment laws and statutory requirements, in coordination with the relevant HR and payroll teams.
• Collaborate with payroll and finance teams to resolve employee queries related to attendance, leave, payroll inputs, and employee data.
• Assist in the implementation and communication of HR policies, standard operating procedures, and process improvements.
• Prepare periodic HR reports and dashboards covering headcount, attrition, hiring, employee engagement, and other relevant people metrics.

3. Key Skills & Competencies

• Strong expertise in end-to-end Talent Acquisition and stakeholder management.
• Working knowledge of HR Business Partnering and employee lifecycle management.
• Excellent communication, interpersonal, negotiation, and influencing skills.
• Strong problem-solving, analytical, and decision-making abilities.
• Ability to manage multiple priorities and deliver within defined timelines.
• Sound understanding of employee engagement, performance management, and employee relations.
• Proficiency in MS Excel, HRMS platforms, recruitment tools, and HR reporting.
• High levels of ownership, integrity, confidentiality, and attention to detail.
• Ability to work in a fast-paced, collaborative, and performance-oriented environment.

4. Experience & Qualification

• 3–5 years of relevant experience in Human Resources, with hands-on exposure to both Talent Acquisition and HR Business Partnering.
• A bachelor's degree in Human Resources, Business Administration, or a related discipline; an MBA/PGDM in HR is preferred.
• Experience in a growth-oriented organization, consumer-facing business, interior design, retail, real estate, or a related industry would be an advantage.
• Demonstrated ability to manage recruitment deliverables while supporting employee engagement and HR initiatives.
• Experience working closely with business stakeholders and managing employee-related matters independently.

5. Key Success Metrics

• Timely closure of open positions and achievement of hiring targets.
• Improved offer-to-joining ratio and candidate experience.
• Quality of hire and effectiveness of recruitment channels.
• Employee engagement, retention, and reduction in avoidable attrition.
• Timely completion of performance reviews, probation reviews, and other HR processes.
• Effectiveness of stakeholder support and resolution of employee concerns.
• Accuracy of HR data, documentation, and reporting.
• Successful execution of HR initiatives aligned with business priorities.