Walk-in || Human Resource Manager

Job Description: Human Resource Manager (HR Manager)

Job Title: Human Resource Manager

Department: Human Resources & Administration

Experience: 58 years of relevant experience preferred

Job Type: Full-time

Employee Strength: 600800 employees

Reporting To: Management / Director

Job Summary

We are looking for a responsible, experienced, and self-driven Human Resource Manager to independently manage the complete HR operations of an organization with 600–800 employees.

The candidate will be responsible for payroll processing, attendance management, employee records, HR policies, staff discipline, and monitoring the daily work reports of marketing and office staff.

The ideal candidate should have strong organizational and leadership skills, excellent follow-up abilities, attention to detail, and the capability to manage HR operations independently with minimal supervision while ensuring accuracy, accountability, and smooth coordination across departments.

Key Responsibilities

1. Payroll and Attendance Management

Manage monthly payroll processing for 600–800 employees, ensuring accuracy and timely salary disbursement.

Monitor daily attendance, absenteeism, late arrivals, overtime, leave records, and attendance discrepancies.

Verify attendance and salary inputs before payroll finalization.

Manage salary deductions, incentives, allowances, reimbursements, and other payroll components as applicable.

Coordinate with the accounts and finance teams for salary processing and payroll reconciliation.

Maintain accurate and confidential employee payroll and attendance records.

Resolve employee queries related to salary, attendance, leave, and deductions.

2. HR Operations and Employee Management

Maintain employee databases, personal files, joining documents, and employment records.

Manage employee onboarding, induction, confirmation, transfers, and exit formalities.

Implement HR policies, company rules, and disciplinary procedures.

Handle employee grievances, workplace issues, and disciplinary matters professionally.

Monitor staff punctuality, conduct, productivity, and compliance with company policies.

Ensure proper documentation of leave, resignations, warnings, and other HR-related matters.

3. Monitoring Marketing and Office Staff

Collect and review daily work reports from marketing employees and office staff.

Monitor attendance, field visits, customer follow-ups, assigned targets, and daily activities of marketing personnel.

Check the productivity and completion of assigned tasks by office employees.

Follow up with employees and department heads regarding pending work, missed targets, and incomplete reports.

Prepare daily, weekly, and monthly staff performance and attendance summaries for management.

Identify employees with poor performance, irregular attendance, or inadequate reporting and escalate concerns to management.

Ensure all employees follow reporting procedures and meet their assigned responsibilities.

4. Recruitment and Manpower Planning

Identify manpower requirements in coordination with department heads.

Manage recruitment, screening, interviews, selection, and joining formalities.

Maintain an updated record of vacancies, new hires, and employee turnover.

Ensure timely replacement of employees when required.

5. Compliance and Reporting

Maintain HR documentation and support compliance with applicable labour laws and statutory requirements.

Coordinate applicable statutory payroll matters, including PF, ESI, professional tax, TDS, and other requirements, as relevant to the organization.

Prepare monthly HR reports covering headcount, attendance, payroll, leave, attrition, recruitment, and employee performance.

Ensure the confidentiality and security of employee information.

Report important HR issues, irregularities, and operational risks to management promptly.

6. Independent Working and Management Coordination

Take full ownership of day-to-day HR operations and complete assigned responsibilities independently.

Establish clear systems for attendance, payroll verification, employee reporting, and performance monitoring.

Identify operational problems and implement practical solutions without waiting for constant instructions.

Coordinate effectively with marketing, accounts, administration, and other departments.

Maintain discipline, accountability, and transparency across the organization.

Provide management with timely, accurate reports and recommendations.

Required Qualifications and Skills

Bachelor's degree in Human Resources, Business Administration, or a related field; an MBA in HR is an advantage.

5–8 years of relevant HR experience, preferably managing a large workforce.

Proven ability to manage payroll and attendance for 600–800 employees.

Strong knowledge of payroll processing, leave management, employee records, and HR administration.

Practical knowledge of applicable labour laws and statutory compliance.

Proficiency in MS Excel, HRMS/payroll software, and attendance management systems.

Strong analytical, communication, problem-solving, and organizational skills.

Ability to review staff reports, identify discrepancies, and follow up effectively.

High integrity, confidentiality, discipline, and accountability.

Ability to work independently with minimal supervision and handle multiple responsibilities.

Key Performance Indicators (KPIs)

The HR Manager's performance will be evaluated based on:

Accuracy and timely completion of monthly payroll.

Accuracy of attendance records and leave calculations.

Timely submission of daily, weekly, and monthly HR reports.

Regular review of marketing and office staff work reports.

Timely identification and escalation of attendance and performance issues.

Employee record accuracy and completion of HR documentation.

Recruitment turnaround time and manpower availability.

Compliance with company policies and applicable statutory requirements.

Ability to manage HR operations independently with minimal supervision.

Ideal Candidate Profile

We need a hands-on HR Manager who can take complete responsibility for HR operations, manage a large workforce efficiently, verify payroll and attendance carefully, monitor employee work reports, maintain discipline, and provide reliable information to management.

The candidate must be proactive, systematic, trustworthy, result-oriented, and capable of working independently without requiring constant monitoring or instructions from management.