Job purpose The Assistant Manager – HR & Administration is responsible for supporting the organisation’s workforce requirements and day-to-day HR operations. The position manages recruitment, interview coordination, onboarding, manpower-cost analysis, workforce-efficiency reviews, employee welfare, administration, statutory support, and other general HR activities.

Key responsibilities

1. Recruitment and workforce planning

- Coordinate manpower requirements with department heads.

- Maintain approved manpower plans, organisation charts, and position details.

- Prepare and publish job descriptions and vacancy announcements.

- Source candidates through job portals, consultants, employee referrals, campuses, and other appropriate channels.

- Screen applications and conduct preliminary HR interviews.

- Maintain candidate pipelines for critical and recurring positions.

- Monitor recruitment progress and submit vacancy-status reports.

- Ensure recruitment is completed within approved headcount and budget.

- Track recruitment metrics such as time to hire, cost per hire, offer acceptance, and joining ratio.

1. Interview scheduling and selection support

- Schedule interviews between candidates and relevant interview panels.

- Coordinate written tests, technical assessments, reference checks, and pre-employment documentation.

- Communicate interview details and selection status to candidates.

- Collect and maintain interview evaluation records.

- Prepare compensation comparisons and offer recommendations.

- Coordinate offer-letter issuance, pre-joining engagement, and joining formalities.

1. Employee onboarding

- Verify employee documents and complete joining documentation.

- Coordinate induction programmes covering company policies, safety, quality, work rules, and employee advantages.

- Arrange employee IDs, attendance registration, uniforms, personal protective equipment, email access, and other facilities.

- Coordinate with department heads to prepare induction and training plans.

- Maintain probation and confirmation trackers.

- Collect feedback from new employees and support their integration into the organisation.

1. Manpower-cost review

- Prepare monthly manpower-cost reports by department, category, and cost centre.

- Monitor salaries, overtime, incentives, contract-labour costs, benefits, recruitment expenses, and welfare costs.

- Compare actual manpower costs against budgets and forecasts.

- Identify cost variances and recommend appropriate corrective actions.

- Support annual manpower budgeting and salary-planning exercises.

- Coordinate with Finance and Payroll to verify manpower-cost data.

- Maintain confidentiality and accuracy of employee compensation information.

1. Manpower-efficiency review

- Monitor employee strength, attendance,



absenteeism, overtime, attrition, vacancies, and productivity.

- Review planned versus actual manpower deployment.

- Calculate and monitor manpower-efficiency and productivity indicators.

- Work with department heads to identify underutilisation, skill gaps, excessive overtime, and manpower shortages.

- Support workforce optimisation, redeployment, multiskilling, and succession-planning initiatives.

- Prepare management dashboards and recommend improvements based on workforce data.

1. HR operations and employee lifecycle management

- Maintain accurate employee records, personal files, HRIS data, and organisation charts.

- Process employee confirmations, transfers, promotions, increments, role changes, and separations.

- Monitor attendance, leave, shift records, and overtime inputs.

- Coordinate payroll inputs and resolve employee payroll-related queries.

- Conduct exit interviews and complete employee clearance and final-settlement documentation.

- Support performance-appraisal and training processes.

- Prepare HR letters, certificates, notices, reports, and management communications.

1. Employee engagement and welfare

- Plan employee-engagement, recognition, cultural, sports, and festival activities.

- Coordinate welfare facilities such as transport, canteen, uniforms, drinking water, sanitation, medical support, and rest areas.

- Address employee queries and grievances promptly and confidentially.

- Conduct welfare inspections and employee-feedback sessions.

- Support health camps, awareness programmes, suggestion schemes, and employee-assistance initiatives.

- Promote a positive, respectful, inclusive, and secure workplace.

1. Administration

- Coordinate office and plant administration activities.

- Supervise housekeeping, security, transport, canteen, visitor management, accommodation, and facility services, where applicable.

- Monitor administrative vendors, contracts, service quality, invoices, and expenses.

- Maintain administrative assets, records, licences, and renewal trackers.

- Support travel arrangements, meetings, events, and official visits.

- Identify opportunities to improve service quality and reduce administrative costs.

1. Employee relations and disciplinary support

- Assist managers in handling attendance, conduct, performance, and disciplinary matters.

- Support grievance handling, counselling, investigations,



and disciplinary documentation.

- Promote compliance with company policies, standing orders, and the code of conduct.

- Maintain confidentiality and proper records for employee-relations cases.

- Support harmonious relations between employees, supervisors, management, and worker representatives.

1. Compliance and HR reporting

- Support compliance with applicable labour laws, employment regulations, and statutory requirements.

- Coordinate statutory records, registers, returns, audits, inspections, and contractor documentation.

- Assist with PF, ESI, gratuity, bonus, leave, minimum-wage, and other applicable compliance activities.

- Ensure contractors comply with company standards and labour requirements.

- Prepare weekly and monthly HR dashboards for management review.

- Support internal, customer, statutory, and management-system audits.

- Assist in maintaining HR policies, procedures, forms, and standard operating procedures.

Key performance indicators

- Time taken to fill vacancies

- Offer-to-joining and offer-acceptance ratios

- Recruitment cost per hire

- Onboarding and probation-confirmation completion rates

- Actual manpower strength against approved manpower

- Manpower cost against budget

- Overtime cost and usage

- Revenue or production output per employee

- Absenteeism and employee-attrition rates

- HR-data and payroll-input accuracy

- Employee-grievance resolution time

- Employee-engagement participation

- Administrative cost and vendor-service performance

- Audit observations and statutory-compliance statusRequired competencies

- Recruitment and interviewing

Role authority The Assistant Manager – HR & Administration may:

- Coordinate recruitment within approved manpower and budget.

- Request workforce and productivity data from departments.

- Recommend candidates, manpower changes, welfare improvements, and administrative actions.

- Coordinate vendors and verify services and invoices within the approved authority limits.

- Escalate policy violations, employee-relations concerns, safety issues, and statutory risks to management.

- Workforce planning and manpower analysis

- Cost analysis and advanced Excel reporting

- HR operations and documentation

- Employee relations and grievance handling

- Administration and vendor management

- Labour-law and statutory-compliance awareness

- Planning, organisation, and follow-up

- Confidentiality and professional integrity

- Communication, negotiation, and interpersonal skills

- Data-driven decision-making

- Ability to work with employees at all organisational levels

Pay: ₹350,000.00 - ₹450,000.00 per year

Benefits

- Health insurance

- Leave encashment

- Life insurance

- Paid time off

Work Location: In person

📌 Asst. Manager - HR (Periyanayakkanpalaiyam)
🏢 SREERAM SPHEROIDS u0026 GRAPHITES
📍 Periyanayakkanpalaiyam