1. HR Strategy & Leadership

- Develop and implement HR strategies aligned with business objectives.
- Advise the MD/CEO/Business Heads on people-related matters.
- Prepare annual HR budgets, manpower plans and HR action plans.
- Establish HR policies, procedures and organizational systems.
- Drive HR transformation and continuous improvement initiatives.
- Lead and mentor the HR team.

2. Manpower Planning & Recruitment

- Prepare annual and monthly manpower plans based on business requirements.
- Manage the complete recruitment cycle from requisition to onboarding.
- Develop sourcing strategies for critical and difficult-to-fill positions.
- Monitor recruitment TAT, cost per hire and hiring fulfillment.
- Ensure effective onboarding and induction of recent employees.
- Develop talent pipelines for key positions.

3. Performance Management

- Design and implement KRA/KPI-based performance management systems.
- Coordinate annual performance appraisal and increment processes.
- Monitor departmental KPI achievement.
- Identify performance gaps and implement Performance Improvement Plans (PIP).
- Support managers in setting measurable KRAs and KPIs.

4. Employee Relations

- Manage employee grievances and workplace conflicts.
- Handle disciplinary procedures, misconduct cases and domestic enquiries.
- Promote positive employee relations and workplace culture.
- Conduct employee engagement initiatives.
- Monitor employee satisfaction and retention.
- Conduct exit interviews and analyze attrition trends.

5. Compensation & Benefits

- Manage salary structures, grades and compensation benchmarking.
- Coordinate annual increments, promotions and incentives.
- Review compensation competitiveness and internal equity.
- Manage employee benefits such as insurance, medical benefits, PF, ESI and other welfare schemes.
- Monitor payroll inputs and ensure timely and accurate processing.

6. Learning & Development

- Conduct training needs analysis.
- Prepare annual training calendars and budgets.
- Implement technical,



behavioural and leadership development programs.
- Measure training effectiveness.
- Develop competency frameworks and career development plans.
- Support succession planning and talent development.

7. Statutory Compliance & Labour Laws

- Ensure compliance with applicable labour laws and statutory requirements.
- Monitor PF, ESI, PT, Bonus, Gratuity, Minimum Wages, Standing Orders, Shops & Establishments/Factories requirements, as applicable.
- Coordinate statutory inspections and audits.
- Maintain statutory registers and records.
- Ensure timely statutory returns and payments.
- Keep management updated on changes in labour legislation.

8. HR Operations & HRIS

- Manage attendance, leave, employee records and HR documentation.
- Ensure effective utilization of HRMS/HRIS systems.
- Monitor attendance regularization and payroll inputs.
- Maintain employee master data.
- Develop HR dashboards and MIS reports.
- Improve HR processes through automation and digitization.

9. HR Analytics & MIS

Develop and monitor key HR metrics such as:

- Employee Turnover Rate
- Absenteeism Rate
- Hiring Fulfillment Rate
- Time to Hire
- Cost per Hire
- Open Position Aging
- Training Completion Rate
- Employee Satisfaction Index
- Manpower Cost
- Revenue per Employee
- Productivity
- Retention Rate

10. Employee Engagement & Culture

- Plan and execute employee engagement programs.
- Organize events such as Annual Day, Independence Day, Republic Day, Women's Day, Sports Day and cultural celebrations.
- Promote employee recognition and reward programs.
- Strengthen organizational culture and employee communication.




- Conduct employee feedback/satisfaction surveys.

11. Administration

Where HR & Admin are combined:

- Manage security, housekeeping, transport and facility management.
- Monitor office/factory infrastructure and employee facilities.
- Manage vendor contracts and administrative expenses.
- Ensure workplace safety and statutory requirements.
- Monitor company assets and administrative services.
- Coordinate emergency preparedness and safety initiatives.

12. Industrial Relations & Factory HR

For manufacturing organizations:

- Manage worker relations and shop-floor HR activities.
- Coordinate with worker representatives/unions where applicable.
- Monitor productivity, absenteeism and discipline.
- Handle grievances and disciplinary cases.
- Support production manpower planning.
- Ensure compliance with factory-related labour requirements.

13. Audit & Compliance

- Coordinate internal, customer and social compliance audits.
- Ensure closure of HR-related audit observations.
- Maintain HR policies, SOPs and supporting documentation.
- Support audits such as SMETA, Sedex, RBA, SA8000, ISO and customer audits, where applicable.

14. Management Reporting

Prepare and present monthly/quarterly HR reports to senior management covering:

Manpower → Recruitment → Attrition → Attendance → Payroll → Training → Performance → Employee Relations → Compliance → HR Cost → Engagement

15. Strategic HR Business Partnering

- Work closely with functional heads to understand business requirements.
- Translate business requirements into HR solutions.
- Support organizational restructuring and change management.
- Identify critical talent and succession risks.
- Improve employee productivity and organizational effectiveness.
- Provide data-driven recommendations to senior management.

Pay: ₹60,000.00 - ₹100,000.00 per month

Benefits:

- Flexible schedule
- Health insurance

Work Location: In person

📌 AGM HR / Manager HR (Periyanaickenpalayam)
🏢 Schnell Energy Equipments
📍 Periyanaickenpalayam