1 Talent Acquisition Recruitment Manage the end-to-end recruitment lifecycle for positions across all levels from sourcing to onboarding Develop innovative sourcing strategies to build a robust talent pipeline e g through job portals social media headhunting referrals and campus drives Screen applications conduct initial interviews coordinate with hiring managers and facilitate the selection process Ensure a seamless and positive candidate experience throughout the recruitment process Analyze recruitment metrics time-to-fill cost-per-hire source effectiveness and present reports to management 2 Payroll Compensation Administration Validate payroll inputs including attendance leaves deductions bonuses increments and reimbursements Oversee the entire payroll processing cycle and ontime salary credit Address and resolve employee queries related to payroll salaries and tax declarations Manage the administration of statutory deductions like PF ESI TDS and Professional Tax Assist in the design and implementation of compensation structures and benchmarking exercises 3 Statutory Compliance Ensure 100 adherence to all labour laws and statutory regulations applicable to the organization e g Factories Act Minimum Wages Act POSH Gratuity etc Maintain and update all statutory registers and records Liaise with government authorities lawyers and consultants for compliance-related matters Prepare for and represent the company during statutory audits and inspections Keep abreast of changes in labour legislation and proactively implement necessary changes in policies and practices 4 Learning Development L D Identify training needs across the organization in consultation with department heads through Training Need Analysis TNA Design develop and implement a comprehensive L D calendar encompassing technical behavioral and soft-skills training Source and manage external trainers and training agency as required Monitor and evaluate the effectiveness of training programs through feedback and performance metrics Promote a culture of continuous learning and development 5 Employee Engagement Relations Develop and execute a structured employee engagement strategy to enhance employee morale retention and a positive work environment Plan and organize employee engagement activities festivals and wellness programs Act as a point of contact for employee grievances and ensure fair and prompt resolution Foster effective communication channels between employees and management Conduct employee satisfaction surveys analyze results and create action plans for improvement 6 Performance Management System PMS Administer the entire performance management cycle including goal setting KRA KPI setting mid-year reviews year-end appraisals and feedback mechanisms Train managers and employees on the PMS process and its effective utilization Analyze performance data to identify trends high performers and development areas Ensure the PMS is effectively linked to rewards recognition and succession planning 7 HR Policy Formulation Revision Draft review and update HR policies procedures and the employee handbook to ensure they are relevant competitive and compliant with the law Communicate new and revised policies to all employees effectively Ensure consistent and fair implementation of all HR policies across the organization 8 HR Analytics MIS Develop and maintain HR dashboards and MIS reports on key metrics such as attrition headcount recruitment engagement and training Use data analytics to provide insights for strategic decision-making to the management Behavioral Competencies Proficiency in Typing MS Office especially advanced Excel for data analysis Leadership People Management Ability to lead mentor and motivate a team Strategic Thinking Ability to align HR initiatives with business objectives Communication Skills Exceptional verbal and written communication and interpersonal skills Problem-Solving Analytical Abilities Strong critical thinking and data-driven decision-making skills High Integrity Ethics Ability to handle confidential information with discretion Proactive Result-Oriented A self-starter with a solid sense of ownership and accountability Qualifications and Experience Education Master s degree in human resources MBA PGDM in HR or MSW Experience 15 years of progressive experience in a full-spectrum HR role with atleast 5 years in a team handling leadership capacity

📌 Manager Hr (Tamil Nadu)
🏢 CIEL HR
📍 Tamil Nadu