Key Responsibilities

nHR Operations Strategy

nDevelop and implement HR operations policies, SOPs and service standards.

nAlign HR operational processes with the company’s business plans and showroom expansion.

nStandardise HR practices across the corporate office, regions and showrooms.

nPrepare the annual HR operations plan and budget.

nEmployee Lifecycle Management

nOversee all employee processes from joining through separation.

nEnsure timely completion of appointment letters, confirmations, transfers, promotions, increments and relieving documents.

nMonitor probation and confirmation schedules.

nEnsure accurate documentation for employee movements and status changes.

nCoordinate smooth onboarding and exit-clearance processes.

nHR Policies and SOPs

nDevelop, review and update HR policies in consultation with the CHRO and management.

nCommunicate HR policies clearly across all locations.

nEnsure uniform interpretation and implementation of policies.

nMaintain proper approval controls and policy documentation.

nConduct periodic policy-awareness programmes.

nAttendance, Leave and Workforce Administration

nControl attendance, leave, shift, weekly-off and holiday-management processes.

nEnsure attendance is closed accurately and submitted to Payroll within the defined timeline.

nMonitor late attendance, absenteeism, unauthorised leave and excessive overtime.

nEnsure showroom duty rosters comply with business and legal requirements.

nResolve attendance and leave discrepancies promptly.

nPayroll Coordination

nProvide verified employee data and attendance inputs to the Payroll team.

nValidate current joiners, exits, salary revisions, incentives, recoveries and deductions.

nEnsure payroll inputs are accurate and submitted according to schedule.

nReview payroll exceptions and resolve employee salary concerns.

nMaintain maker-checker and approval controls for all payroll-related changes.

nHRMS and Employee Records

nEnsure the HRMS contains complete and accurate employee information.





nLead HR process automation and digitisation initiatives.

nMaintain employee personal files, service records and statutory documents.

nControl access to confidential employee information.

nConduct regular HRMS and employee-file audits.

nGenerate reliable HR data and reports for management decisions.

nRegional and Showroom HR Operations

nGuide Regional HR Managers and showroom HR representatives.

nEnsure HR policies and processes are followed consistently across all locations.

nConduct periodic HR operational audits of regions and showrooms.

nResolve escalated employee and manager queries.

nSupport new-showroom openings, employee transfers and workforce deployment.

nEmployee Relations and Grievances

nEstablish a structured employee grievance-resolution process.

nEnsure employee complaints are acknowledged, investigated and closed within defined timelines.

nSupport disciplinary enquiries and corrective-action processes.

nGuide regional and functional managers in handling employee issues.

nMaintain confidentiality and fairness in all employee-related matters.

nCoordinate with the Employee Relations or Legal team when necessary.

nStatutory Compliance and Audit Support

nCoordinate compliance relating to employment records, working hours, leave, notices and statutory registers.

nWork with the Compliance, Payroll and Legal teams on labour-law requirements.

nEnsure timely closure of HR audit observations.

nProvide employee documents and records during internal, statutory and management audits.

nMonitor compliance requirements across different states.

nSeparation and Full-and-Final Settlement





nEnsure resignations and terminations follow the approved process and delegation of authority.

nMonitor notice periods, handover, clearances and recovery of company assets.

nCoordinate timely full-and-final settlements with Payroll and Finance.

nEnsure relieving and experience letters are issued after completing all requirements.

nConduct exit interviews and analyse reasons for attrition.

nRecommend corrective action to improve employee retention.

nHR Budget and Vendor Management

nPrepare and monitor the HR operations budget.

nManage HR vendors such as background-verification agencies, HRMS providers, manpower contractors and documentation services.

nEvaluate vendor performance, service quality and cost efficiency.

nEnsure proper agreements, approvals and invoice verification.

nHR MIS and Management Reporting

nPrepare weekly and monthly HR dashboards for the CHRO and management.

nReport employee strength, vacancies, joining, exits, transfers, absenteeism and attrition.

nTrack regional and department-wise employee costs.

nAnalyse HR trends and highlight risks requiring management attention.

nMaintain a single, reliable source of employee data.

nTeam Leadership

nLead HR Operations Managers, Deputy Managers, Assistant Managers and Executives.

nDefine team responsibilities, service-level standards and performance targets.

nReview team productivity and quality of work.

nTrain team members on HR policies, HRMS, documentation and compliance.

nDevelop suitable successors for key HR operations positions.

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nQualification and Experience

nMBA/PGDM in Human Resources or an equivalent qualification.

nApproximately 15–20 years of HR experience, including at least 5 years in a senior HR operations role.

nExperience in large retail, jewellery, FMCG or other multi-location organisations is preferred.

nStrong knowledge of HR operations, HRMS, labour compliance, payroll coordination and employee relations.

📌 Assistant General Manager - HR Operations (Tamil Nadu)
🏢 Khazana Jewellery Pvt.Ltd
📍 Tamil Nadu