1. Recruitment (Primary Role)
- End-to-End Talent Acquisition: Act as the sole coordinator for the hiring process, from job posting to offer letter issuance.
- Sourcing: Utilize job boards (Naukri, Indeed, LinkedIn), social media, and referrals to attract top-tier candidates.
- Screening & Interviewing: Conduct preliminary resume screenings and initial phone/video interviews to assess candidate fit.
- Interview Coordination: Schedule interviews between candidates and hiring managers, ensuring a seamless candidate experience.
- Offer Management: Draft and send offer letters and employment contracts, managing the onboarding pipeline for new joiners.
2. Documentation & SOP Creation
- Process Building: Create Standard Operating Procedures (SOPs) for various HR functions (e.g., "How to onboard a new employee," "Leave application process," "Exit formalities").
- Documentation: Maintain and organize employee files, ensuring compliance with data privacy regulations.
- Template Design: Develop standard templates for offer letters, rejection emails,
and internal memos to standardize HR communication.
3. HR Inbox Management
- Central Communication: Manage the official HR email inbox, acting as the first responder to all employee and candidate queries.
- Query Resolution: Address general HR-related questions regarding policies, benefits, and payroll timelines, escalating complex issues to the HR Manager while providing a summary of the issue and proposed solutions.
- Filtering: Sort and categorize incoming emails to ensure urgent matters are prioritized.
4. Supportive & Administrative Work
- Issue Clearance: Work closely with the HR Manager to explicit administrative backlogs and resolve existing process bottlenecks.
- Employee Engagement: Assist in planning virtual or in-office engagement activities and wellness initiatives.
- Reporting: Maintain hiring dashboards and track key metrics like "Time to Fill" and "Source of Hire."