About Aasraa Trust

Aasraa Trust was established in 2009 to work with society's most underprivileged and vulnerable children from the streets and slums of Dehradun. Aasraa is not just a charity but a vehicle for empowerment through education, skills training, and nutrition, healthcare and shelter homes. Starting with street level mobilization, Aasraa uses a multi-faced approach that prepares children for mainstream education and transition to higher studies and skills training.

Aasraa is certified by National Institute of Open Schooling and works with the education department of Uttarakhand to improve the quality of education at 9-government school in Dehradun. Aasraa is also implementing a Girl Education Program in four girls Inter Collages in Udham Singh Nagar, Uttarakhand. Aasraa has built shelters for orphaned, abandoned, abused and special needs children.

Aasraa started 15 years ago with 35 children and it now supports over 11000 children from the streets and slums across 80 projects in Dehradun district.

Job Description – HR Executive

Purpose of the Job

The HR Executive will be responsible for managing end-to-end talent acquisition, maintaining HR documentation, ensuring POSH compliance, handling employee grievances, and assisting in payroll and statutory compliance-related tasks.

Objective of the Role

This role requires strong coordination, record-keeping, and execution of HR functions — including recruitment, employee relations, grievance redressal, and POSH compliance — to ensure smooth workforce management, a safe and fair workplace, and operational efficiency.

Location of the Role

Dehradun, Uttarakhand

Reporting To

HR Manager / Head – HR & Administration

KEY ROLES & RESPONSIBILITIES

A. Talent Acquisition (End-to-End)

- Partner with department heads to understand manpower requirements, prepare annual/quarterly hiring plans, and manage manpower budgeting for the organisation.
- Draft and publish job descriptions and job postings across job portals, social media, career pages, community networks, and recruitment agencies/consultants.
- Source candidates through job portals, referrals, campus hiring, walk-ins, and local community/NGO networks appropriate for a development-sector organisation.
- Screen resumes and applications, conduct telephonic/preliminary interviews, and shortlist candidates as per role requirements.
- Coordinate and schedule interviews with panel members; collate feedback and drive the selection decision process.
- Manage offer roll-out, salary negotiation support, reference checks, and background verification prior to onboarding.
- Plan and execute a structured onboarding and induction programme, including documentation, orientation to Aasraa's mission/child-safeguarding policies, and role-specific handover.
- Maintain and update the recruitment/candidate database (applicant tracking), hiring trackers, and MIS on sourcing channel effectiveness, TAT, and cost-per-hire.
- Build and maintain relationships with recruitment consultants, job portals, colleges, and volunteer/CSR networks to strengthen the talent pipeline.
- Support diversity and inclusive hiring in line with Aasraa's values, and ensure a positive candidate experience throughout the hiring lifecycle.
- Coordinate exit formalities and full-and-final settlement inputs, and use exit data to inform backfill/replacement hiring.

B. HR Documentation & Records Management

- Handle employee documentation,



including offer letters, appointment letters, contracts, background verification, and personnel files, ensuring proper record-keeping and compliance.
- Maintain and update HR records, generate reports, and support the HR team in data-driven decision-making.

C. Payroll, Attendance & Statutory Compliance

- Assist in attendance tracking, leave management, and payroll processing to ensure accurate salary disbursement and compliance with organisational policies.
- Assist in statutory compliance, labour law adherence (PF, ESI, Gratuity, Shops & Establishment, etc.), and audit documentation to ensure legal and regulatory requirements are met.

D. POSH (Prevention of Sexual Harassment) Compliance

- Support the constitution and functioning of the Internal Committee (IC) under the POSH Act, 2013, and act as the HR coordinator/liaison for the Committee.
- Organise periodic POSH awareness and sensitisation training sessions for all employees, including new joiners as part of induction.
- Ensure the POSH policy and IC contact details are displayed and communicated at all offices, centres, and project locations.
- Receive, log, and route any POSH-related complaints to the Internal Committee with strict confidentiality, and track cases through to resolution within statutory timelines.
- Maintain POSH documentation, case records (with confidentiality safeguards), and support preparation of the annual compliance report as required under the Act.

E. Grievance Handling

- Serve as the first point of contact for employee grievances relating to payroll, perks, leave, workplace conduct, and general workplace guidelines.
- Maintain a structured grievance log, ensuring grievances are acknowledged, investigated, and resolved within defined turnaround times, escalating sensitive or unresolved issues to management as needed.
- Conduct one-on-one check-ins, open-door sessions, and periodic pulse/satisfaction surveys to proactively surface and address employee concerns.
- Ensure fair, confidential, and unbiased handling of all grievances, with proper documentation and closure communication to the employee.

F. Performance Management & Employee Engagement

- Support the performance appraisal process by coordinating review cycles, compiling feedback, and maintaining appraisal records.
- Coordinate employee engagement activities and initiatives to foster a positive work culture.

G. Policy Implementation & General HR Support

- Ensure HR policies and procedures are followed, assisting in policy implementation and compliance monitoring.
- Address employee queries related to payroll, benefits, leave policies, and workplace guidelines, escalating issues as needed.

Note: Additional smaller coordination-related tasks may arise based on the Trust's requirements.

KPI FRAMEWORK (PERCENTAGE-BASED WEIGHTAGE)

Overall performance will be assessed against the following Key Result Areas (KRAs), each carrying a defined weightage totalling 100%. Ratings will be based on achievement against the KPIs listed for each area,



reviewed on a quarterly/annual basis.

Key Result Area

Weightage

Key Performance Indicators (KPIs)

Talent Acquisition & Onboarding

25%

Positions closed within defined TAT (e.g., 30 days); offer-to-joining ratio ≥ 85%; quality-of-hire rating from hiring managers; 100% completion of onboarding formalities within first week.

HR Documentation, Records & Personnel Files

10%

100% accuracy and completeness of employee files; zero critical documentation gaps found during audits; offer letters/contracts issued within 2 working days of confirmation.

Payroll Support, Attendance & Leave Management

10%

Payroll inputs submitted with 100% accuracy and before cut-off dates; attendance/leave discrepancies resolved within 48 hours; zero payroll errors attributable to HR input.

Statutory & Labour Law Compliance

10%

100% adherence to statutory compliance calendar (PF, ESI, Gratuity, etc.); zero non-compliance observations in internal/external audits; timely filing of statutory returns/documentation.

POSH Compliance & Internal Committee (IC) Support

10%

100% employees covered under annual POSH awareness training; POSH policy displayed and communicated at all locations; complaints (if any) addressed within statutory 90-day timeline; annual POSH report filed on time.

Grievance Handling & Employee Relations

10%

Grievances acknowledged within 24 hours and resolved within defined TAT (e.g., 7–10 working days); grievance log maintained with 100% closure documentation; employee satisfaction score on grievance handling ≥ 85%.

Performance Appraisal Coordination

10%

100% of appraisal cycle completed within timeline; appraisal records maintained accurately; feedback compiled and shared with stakeholders without delay.

Employee Engagement Initiatives

10%

Minimum defined number of engagement activities conducted per quarter; participation rate ≥ 70%; measurable improvement in engagement/pulse survey scores.

HR MIS, Reporting & Audit Support

5%

MIS/reports submitted accurately and on schedule; zero repeat errors in reporting; audit documentation ready and available within 48 hours of request.

Total Weightage: 100%

EDUCATION AND EXPERIENCE REQUIREMENTS

Education Qualifications

Bachelor's or Master's degree in Human Resources, Organizational Development, Psychology, or a related field.

Core Experience

4+ years of experience in human resources management, with a focus on talent acquisition, training, development, and employee relations. Experience in nonprofit or similar sectors is preferred.

Preferable Knowledge/Experience

Strong knowledge of HR practices, compliance, and employee management. Expertise in payroll management, performance evaluation systems, and HR software tools. Proficient in statutory compliance and labour law regulations. Working knowledge of the POSH Act, 2013 and grievance redressal mechanisms is preferred.

Competencies Required

Technical competencies: Proficient in MS Office and HRIS.

Behavioral competencies: Clear communication and presentation abilities. Capable of building relationships with employees at all levels. Sound judgment, empathy, and confidentiality while handling sensitive matters such as grievances and POSH cases.

Pay: Up to ₹35,000.00 per month

Experience:

- Human Resource: 5 years (Required)
- POSH: 1 year (Required)
- Full-cycle recruitment: 5 years (Required)

Work Location: In person

📌 Sr. HR Executive (India)
🏢 Aasraa Trust
📍 India