HR Manager Detailed Job Description
Position Title
Human Resources Manager (HR Manager)
Department
Human Resources
Reports To
Managing Director / CEO / General Manager / Director Operations

Job Summary
The Human Resources Manager is responsible for leading and managing all HR functions of the organization, including manpower planning, recruitment, onboarding, employee engagement, performance management, training and development, payroll coordination, statutory compliance, policy implementation, employee relations, and organizational development. The HR Manager ensures that the company attracts, develops, and retains talented employees while maintaining compliance with labor laws and fostering a positive work culture.
The role acts as a strategic partner to management and supports business growth by ensuring the organization has the right people, skills, and HR systems in place.

Key Roles and Responsibilities
1. Recruitment & Talent Acquisition

- Develop and execute manpower planning strategies based on business requirements.
- Coordinate with department heads to identify staffing needs.
- Prepare and update job descriptions for all positions.
- Source candidates through job portals, recruitment agencies, social media, employee referrals, and campus recruitment.
- Screen resumes and conduct initial interviews.
- Schedule and coordinate interviews with department managers.
- Evaluate candidate suitability and negotiate compensation packages.
- Issue offer letters and appointment letters.
- Ensure timely closure of vacancies.
- Maintain recruitment reports and hiring metrics.
- Build a strong talent pipeline for future requirements.

Key Deliverables

- Timely recruitment of quality candidates.
- Reduced hiring cost and recruitment turnaround time.
- Maintenance of candidate database.

2. Employee Onboarding & Induction

- Conduct employee onboarding and orientation programs.
- Ensure completion of joining formalities and documentation.
- Create employee records and maintain personnel files.
- Coordinate with departments for smooth employee integration.
- Explain company policies, procedures, and code of conduct.
- Monitor probation period and confirmation process.

Key Deliverables

- Smooth onboarding experience.
- Proper employee documentation.
- Faster employee adaptation.

3. Performance Management System (PMS)

- Develop and administer performance appraisal systems.
- Coordinate goal setting and performance review processes.
- Monitor employee performance and productivity.
- Assist managers in conducting performance evaluations.




- Identify high performers and succession candidates.
- Recommend performance improvement plans where required.

Key Deliverables

- Effective performance evaluation process.
- Improved employee productivity.
- Identification of talent and skill gaps.

4. Employee Relations & Engagement

- Foster a positive and productive work environment.
- Address employee concerns, grievances, and disciplinary issues.
- Conduct employee engagement activities and welfare programs.
- Promote teamwork and employee satisfaction.
- Conduct employee feedback surveys.
- Facilitate communication between management and employees.
- Handle conflict resolution and workplace issues professionally.

Key Deliverables

- Increased employee satisfaction.
- Reduced employee turnover.
- Healthy workplace culture.

5. Training & Development

- Identify training needs through performance reviews and departmental feedback.
- Prepare monthly training schedules.
- Organize internal and external training programs.
- Coordinate leadership and skill development initiatives.
- Evaluate training effectiveness.
- Maintain training records and certifications.

Key Deliverables

- Improved employee competencies.
- Enhanced productivity and service quality.
- Structured employee development programs.

6. Payroll & Compensation Management

- Coordinate monthly payroll processing.
- Verify attendance, overtime, incentives, and deductions.
- Ensure accurate salary processing.
- Manage employee compensation structures.
- Review market salary trends and recommend revisions.
- Handle employee advantages administration.

Key Deliverables

- Accurate and timely payroll.
- Compliance with compensation policies.
- Employee satisfaction regarding salary administration.

7. Statutory Compliance & Labor Law Management

- Ensure compliance with all applicable labor laws and regulations.
- Monitor PF, ESI, Professional Tax, Bonus, Gratuity, and other statutory requirements.
- Coordinate labor inspections and audits.
- Maintain statutory registers and records.
- Ensure compliance with Shops & Establishment Act, Factories Act, and other applicable regulations.
- Liaise with government authorities when required.

Key Deliverables

- Zero statutory non-compliance.




- Timely filing of returns and reports.
- Successful completion of audits.

8. HR Policies & Procedures

- Develop and implement HR policies and SOPs.
- Review and update policies periodically.
- Ensure policy communication and adherence.
- Monitor disciplinary procedures and compliance.
- Recommend policy improvements aligned with business goals.

Key Deliverables

- Standardized HR processes.
- Consistent policy implementation.
- Improved organizational governance.

9. Attendance & Leave Management

- Monitor employee attendance and punctuality.
- Manage leave records and approvals.
- Ensure proper use of biometric attendance systems.
- Generate attendance and leave reports.
- Address attendance-related concerns and discrepancies.

Key Deliverables

- Accurate attendance records.
- Effective leave administration.
- Reduced absenteeism.

10. HR Administration

- Maintain employee records and confidential HR documents.
- Manage HRMS and employee databases.
- Prepare HR reports and management dashboards.
- Coordinate employee insurance and welfare activities.
- Ensure proper documentation and record management.

Key Deliverables

- Accurate employee records.
- Timely HR reporting.
- Effective HR administration.

11. Organizational Development

- Support organizational restructuring and growth initiatives.
- Develop succession planning strategies.
- Assist management in workforce planning.
- Promote organizational values and culture.
- Drive continuous improvement initiatives in HR processes.

Key Deliverables

- Strong organizational capability.
- Future leadership pipeline.
- Improved workforce effectiveness.

Required Qualifications
Educational Qualification

- Bachelor's Degree in Human Resources, Business Administration, Commerce, or related field.
- MBA / PG Diploma in Human Resource Management preferred.

Experience

- 5 to 10+ years of HR experience.

Key Competencies
Technical Skills

- Recruitment & Selection
- Payroll Management
- Labor Law Compliance
- HR Analytics
- Performance Management
- Training & Development
- HRMS Software

Behavioral Skills

- Leadership
- Communication
- Negotiation
- Conflict Resolution
- Decision Making
- Problem Solving
- Team Management
- Strategic Thinking

Key Performance Indicators (KPIs)

- Recruitment closure rate
- Employee turnover percentage
- Employee retention rate
- Training completion rate
- Employee satisfaction score
- Attendance compliance
- Payroll accuracy
- Statutory compliance adherence
- Grievance resolution turnaround time
- HR audit score

📌 Walk-in || HR Manager (Coimbatore)
🏢 PONGALUR SRI ANNAPOORNIS SWEETS
📍 Coimbatore