JOB DESCRIPTION — HR MANAGER

Position: HR Manager
Department: Human Resources
Reports To: Director / Management
Employment Type: Full-Time
Location: [Ambala Cantt]

1. Position Purpose

The HR Manager will be responsible for building and managing the company's complete Human Resources function and employee lifecycle.

The role will cover the employee journey from Recruitment to Wellness, including manpower planning, recruitment, onboarding, training, performance management, career growth, salary and incentives, engagement, retention, employee welfare, wellness, discipline and exit management.

The objective is to build a professional, fair, transparent and scalable HR system that helps the company attract the right people, develop their capabilities, retain valuable employees and create a productive and positive work environment.

2. Employee Lifecycle & Growth

The HR Manager will design and manage the complete employee lifecycle:

Manpower Planning → Recruitment → Selection → Joining → Onboarding → Training → Performance → Growth → Compensation → Engagement → Retention → Wellness → Exit

Responsibilities include:

- Manpower planning
- Recruitment and selection
- Joining and onboarding
- Role clarity and goal setting
- Skill assessment
- Training and development
- Performance management
- Growth opportunities and promotion
- Salary increments and incentives
- Employee recognition
- Employee engagement
- Leadership development
- Employee retention
- Employee satisfaction
- Grievance management
- Employee welfare
- Employee wellness and work-life well-being
- Exit management and exit interviews

The HR Manager should ensure that employees are not only hired but also developed, motivated, rewarded, retained and supported throughout their journey with the organization.

3. HR Policies & Systems

Develop, implement and continuously improve HR policies covering:

- Attendance and punctuality
- Working hours
- Leave and holidays
- Employee conduct and discipline
- Recruitment
- Probation and confirmation
- Salary and increments
- Incentives and bonuses
- Performance appraisal
- Training and development
- Promotion and growth opportunities
- Employee grievances
- Employee welfare
- Employee wellness
- Confidentiality
- Company assets
- Workplace behaviour and ethics
- Resignation and notice period
- Exit and full & final settlement

Ensure that policies are:

Clearly documented → Communicated → Implemented → Monitored → Improved

4. Recruitment & Talent Acquisition

Develop a structured and professional recruitment process:

Manpower Requirement → JD → Candidate Sourcing → Screening → Interview → Assessment → Selection → Salary Negotiation → Offer → Joining → Onboarding

Responsibilities:

- Identify manpower requirements with department heads.
- Prepare and update Job Descriptions.
- Define qualification and skill requirements.
- Develop candidate sourcing channels.
- Screen CVs and applications.
- Conduct initial HR interviews.
- Coordinate technical/functional interviews.
- Maintain candidate database.
- Manage offers and joining.
- Track recruitment cost.
- Track time-to-hire.
- Build talent pipelines for critical positions.
- Continuously improve recruitment quality.

5. Employee Onboarding

Develop a structured onboarding program covering:

- Joining documentation
- Company introduction
- Organization structure
- Department introduction
- Job responsibilities
- Reporting structure
- Company policies
- Attendance and HR systems
- Initial training
- Workplace rules
- Probation objectives
- First 30/60/90-day review

The objective is to ensure every employee understands:

What the company expects → What the employee has to deliver → How the employee will be evaluated → How the employee can grow

6. Training & Development

Develop a systematic employee training and development process.

Responsibilities:

- Identify training requirements.
- Conduct skill-gap analysis.
- Prepare annual and monthly training calendars.
- Coordinate internal and external trainers.
- Conduct induction training.
- Arrange technical, behavioural and managerial training.
- Maintain training records.
- Evaluate training effectiveness.
- Link training with performance gaps.
- Develop career-development plans.
- Identify high-potential employees.
- Develop future leaders.

Training should be based on actual job requirements and identified skill gaps, rather than being conducted only as a formality.

7. Performance Management

Develop and manage a structured performance management system.

Define:

- KRAs
- KPIs
- Performance standards
- Review frequency
- Performance rating system
- Manager evaluation
- Employee self-evaluation
- Performance Improvement Plans
- Increment criteria
- Promotion criteria
- Incentive linkage





Performance should be evaluated on measurable results, behaviour, skills, quality, discipline and contribution, rather than personal opinions.

8. Career Growth & Employee Development

Create a transparent employee growth framework.

Responsibilities:

- Define career paths for key positions.
- Establish promotion criteria.
- Identify high-potential employees.
- Create individual development plans.
- Identify future supervisors and managers.
- Develop internal talent before looking externally wherever practical.
- Link skill development with career progression.
- Conduct periodic career discussions.

The objective is to provide employees with a clear answer to:

“If I perform well and develop myself, where can I reach in this organization?”9. Salary, Compensation & Incentives

Manage and continuously improve the company's compensation structure.

Responsibilities:

- Salary structures
- Position-wise salary bands
- New employee salary recommendations
- Annual increments
- Performance-based increments
- Sales incentives
- Production incentives
- Attendance incentives
- Performance bonuses
- Employee benefits
- Salary revisions
- Payroll coordination
- Internal salary equity

Ensure compensation is:

Fair + Competitive + Performance-linked + Financially sustainable

10. Employee Engagement & Recognition

Develop initiatives to improve employee engagement and motivation:

- Employee recognition
- Rewards
- Performance appreciation
- Employee celebrations
- Team-building activities
- Suggestion mechanisms
- Employee communication
- Employee feedback
- Grievance resolution
- Employee welfare activities

Build a workplace where employees feel:

Respected → Valued → Heard → Recognized → Connected

11. Employee Retention

Develop and implement an employee retention strategy.

Monitor:

- Employee turnover
- Reasons for resignation
- Salary competitiveness
- Career growth
- Training opportunities
- Recognition
- Work environment
- Manager-employee relationships
- Employee satisfaction
- Internal growth opportunities

Conduct exit interviews and identify repeated reasons for employee attrition.

Convert those findings into specific corrective HR actions.

12. Employee Wellness & Well-being

Develop an employee wellness program covering the overall well-being of employees.

This may include:

- Workplace safety and healthy working conditions
- Employee welfare initiatives
- Work-life balance
- Stress-management initiatives
- Employee support mechanisms
- Health awareness activities
- Rest and break practices
- Workplace environment
- Mental and emotional well-being support within appropriate qualified boundaries
- Recognition and appreciation
- Healthy communication between employees and management

The objective is to create a workplace where employees can perform effectively without compromising their overall well-being.

13. Attendance, Discipline & HR Administration

Manage:

- Attendance
- Leave
- Late coming
- Absenteeism
- Overtime records
- Employee documentation
- Disciplinary procedures
- Warning letters
- Policy violations
- Employee records
- HRMS/ERP systems

Ensure policies are implemented fairly and consistently across employees and departments.

14. Employee Grievance Management

Develop a structured grievance mechanism.

The HR Manager will:

- Provide employees with a proper channel to raise concerns.
- Maintain confidentiality.
- Investigate complaints objectively.
- Coordinate with relevant management personnel.
- Resolve issues within defined timelines.
- Maintain grievance records.
- Identify recurring organizational problems.
- Recommend corrective actions.

15. HR Compliance

Ensure compliance with applicable employment and labour regulations.

Coordinate with management and professional consultants where required regarding:

- Labour laws
- PF/ESI and applicable statutory benefits
- Minimum wage requirements
- Working hours
- Leave requirements
- Employee records
- Workplace safety
- POSH and applicable workplace regulations
- Other applicable statutory requirements

16. HR MIS & Management Reporting

Prepare a monthly HR dashboard covering:

AreaKey MetricsManpowerRequired vs. ActualRecruitmentOpen positions / Hiring statusRecruitmentTime-to-hire / Cost-to-hireAttritionEmployee turnoverAttendanceAttendance / AbsenteeismTrainingPlanned vs.



CompletedSkillsSkill gaps / ImprovementPerformancePerformance ratingsSalaryPayroll / Salary revisionsIncentivesIncentive payoutsDisciplineCases / Policy violationsRetentionResignation / RetentionWellnessEmployee welfare initiativesEmployee CostTotal HR costProductivityEmployee productivity

Management should receive data, analysis and recommendations, not merely activity reports.

17. HR Process Improvement

The HR Manager will continuously identify opportunities to improve HR systems.

The approach should be:

Identify Problem → Analyse Cause → Develop Solution → Implement → Monitor → Measure Result → Improve

HR processes should increasingly become:

System-driven + Documented + Measurable + Transparent + Less Person-dependent

18. Key Deliverables

The HR Manager will be responsible for establishing and maintaining:

- Organization structure
- Job descriptions for all positions
- Recruitment process
- HR policy manual
- Employee handbook
- Onboarding process
- Training and development system
- Skill matrix
- Performance appraisal system
- Salary structure
- Incentive structure
- Career-growth framework
- Employee engagement program
- Employee retention strategy
- Employee wellness program
- Grievance management system
- Attendance and discipline system
- HR compliance system
- HR MIS/dashboard
- Exit and full & final settlement process

19. First 90-Day PrioritiesFirst 30 Days — Understand & Audit

- Understand company structure and culture.
- Review existing HR systems.
- Audit employee records.
- Review current salaries and incentives.
- Identify manpower gaps.
- Review recruitment process.
- Identify major HR problems.
- Meet department heads and understand their requirements.

31–60 Days — Build

- Establish HR policies.
- Improve recruitment process.
- Standardize JDs.
- Establish onboarding process.
- Create training framework.
- Establish performance management framework.
- Review salary and incentive structure.
- Establish HR MIS.

61–90 Days — Implement & Improve

- Implement HR policies.
- Launch employee training calendar.
- Implement performance review system.
- Establish retention strategy.
- Launch employee engagement/wellness initiatives.
- Establish HR dashboard.
- Create annual HR plan.
- Present HR improvement roadmap to management.

20. Required Qualifications & Experience

Education:

- MBA/PGDM in Human Resources preferred
- Graduate with relevant HR experience may also be considered

Experience:

5–10 years of relevant HR experience, preferably in a manufacturing, engineering,food-processing, machinery or growing SME environment.

Experience in building HR systems in a growing organization will be highly preferred.

21. Required SkillsCore HR Skills

- Recruitment & Talent Acquisition
- HR Operations
- HR Policy Development
- Training & Development
- Performance Management
- Compensation & Benefits
- Salary & Incentive Management
- Employee Engagement
- Employee Retention
- Employee Welfare & Wellness
- Grievance Management
- Labour Law & Compliance

Management & Technical Skills

- HRMS/ERP
- MS Excel / Google Sheets
- HR MIS and reporting
- Data analysis
- Process development
- Documentation
- SOP creation
- Communication
- Interviewing
- Problem solving

22. Ideal Candidate

The ideal candidate should be able to build the HR function, rather than simply perform routine HR administration.

The person should be:

- Mature and professional
- Fair and unbiased
- Confidential and trustworthy
- Strong communicator
- Data-driven
- Practical and solution-oriented
- Proactive
- Well organized
- Strong in follow-up
- Good at documentation
- Firm but fair
- Employee-oriented but business-conscious
- Capable of working independently
- Comfortable working directly with senior management

23. Key Performance Indicators for HR Manager

The HR Manager will be evaluated on:

- Quality of recruitment
- Time-to-hire
- Recruitment cost
- Employee retention
- Attrition rate
- Training completion
- Skill improvement
- Employee performance improvement
- Attendance and discipline
- Employee engagement
- Employee satisfaction
- Salary/incentive administration accuracy
- HR compliance
- Policy implementation
- HR process efficiency
- Employee wellness initiatives
- Management satisfaction with HR services

Core Objective of the PositionTo build and manage a complete employee lifecycle system—from recruitment to growth, engagement, retention and wellness—so that the organization attracts the right people, develops their capabilities, rewards performance, retains valuable employees and provides a qualified, productive and healthy workplace.HR Philosophy

Right Person → Right Position → Right Training → Right Performance → Right Growth → Right Reward → Right Environment → Right Wellness → Long-term Retention

Pay: ₹25,000.00 - ₹35,000.00 per month

Benefits:

- Cell phone reimbursement
- Health insurance
- Life insurance

Work Location: In person

📌 HR Manager (India)
🏢 BlackNut Agrifood Machinery
📍 India