Role Purpose

The HR & Talent Acquisition Specialist will be responsible for identifying, attracting, screening, hiring and onboarding the right talent for the organisation, while also supporting day-to-day HR operations. This role requires someone who is proactive, organised, people-oriented and comfortable working in a fast-growing service business where hiring needs may span wellness professionals, front desk staff, operations, administration, customer service, sales and support functions.

1. Talent Acquisition & Recruitment

· Understand manpower requirements from founders and department heads. · Prepare and update job descriptions for different positions.

· Publish vacancies across relevant job portals, LinkedIn, social media, WhatsApp groups, placement cells and local hiring networks.

· Actively source candidates rather than relying only on inbound applications.

· Screen CVs and shortlist relevant candidates.

· Conduct initial HR screening calls.

· Evaluate candidates for communication, attitude, stability, salary expectations, availability and cultural fit.

· Schedule interviews with management and maintain interview calendars.

· Coordinate practical rounds or trial rounds wherever applicable.

· Conduct reference checks where required.

· Prepare offer communications and coordinate joining formalities.

· Maintain a pipeline of candidates for frequently hired roles.

1. Placement Cell & Institutional Hiring

· Build relationships with colleges, universities, institutes, training academies and placement cells. · Create and manage a dedicated hiring/placement communication database.

· Send vacancy requirements to relevant institutions.

· Coordinate campus hiring, internships and fresher recruitment.

· Maintain regular follow-ups with placement officers.

· Build a long-term recruitment network specifically for the organisation.

1. Candidate Database Management

· Maintain an organised recruitment tracker covering candidate name, role, source, contact details, current location, experience, current salary, expected salary, notice period, interview stage, feedback, offer status, joining status, rejection reason and next follow-up date. · Ensure no suitable candidate is lost due to lack of follow-up.
1. Employee Onboarding

· Coordinate joining formalities for current employees. · Collect mandatory employee documents and prepare employee files.

· Ensure employees receive necessary company information before joining.

· Coordinate induction and orientation.

· Communicate company policies, workplace expectations, attendance requirements and reporting structure.

· Introduce employees to relevant team members.

· Maintain onboarding checklists and conduct joining-day and early-stage follow-ups.

1. HR Documentation

· Maintain offer letters, appointment letters and employee information forms. · Maintain identification, qualification and experience documents.

· Maintain salary details, attendance records and leave records.

· Maintain performance-related,



warning or disciplinary documentation where applicable.

· Maintain resignation and exit documents.

· Ensure all employee records are confidential, current and systematically organised.

1. HR Policies & Company Culture

· Work with management to establish and document company culture and qualified behaviour standards. · Document workplace ethics, attendance and punctuality expectations.

· Create leave, grooming and presentation standards.

· Document communication etiquette and customer-service expectations.

· Clarify employee responsibilities, internal escalation processes and confidentiality expectations.

· Convert management expectations into clear, easy and implementable HR policies.

1. Attendance & Leave Management

· Monitor employee attendance and punctuality. · Maintain leave records and ensure employees follow the required approval process.

· Track absenteeism and repeated attendance issues.

· Escalate unusual patterns to management.

· Coordinate attendance information required for payroll.

1. Employee Engagement & Retention

· Maintain regular communication with employees. · Identify employee concerns before they become escalations.

· Conduct periodic employee feedback conversations.

· Assist management in identifying retention risks.

· Support recognition and employee-engagement initiatives.

· Encourage a professional and positive workplace environment.

1. Performance Coordination

· Maintain probation timelines and schedule probation reviews. · Collect performance feedback from reporting managers.

· Maintain performance-review documentation.

· Track commitments made during review meetings.

· Coordinate improvement plans where required.

1. HR Communication & Follow-ups

· Send interview reminders and follow up with selected candidates. · Follow up with candidates who have accepted offers but not yet joined.

· Communicate policies and important HR notices.

· Coordinate employee documentation requests.

· Maintain reminders for probation, appraisals, renewals and employee milestones.

1. Recruitment Marketing

· Support hiring creatives and social-media recruitment posts. · Coordinate LinkedIn job posts, referral campaigns and local recruitment groups.

· Work with college and placement networks.

· Coordinate with the marketing team whenever recruitment communication needs creative support.

1. Exit Management

· Coordinate resignation acknowledgement and exit discussions where required. · Ensure company property is returned and clearance documentation is completed.

· Coordinate final attendance and payroll information.

· Maintain reasons for employee exits.





· Identify recurring attrition patterns and report them to management.

Positions the HR Specialist May Recruit For

· Footcare / wellness professionals

· Front Desk Executives

· Customer Relationship Executives

· Centre Managers

· Operations Executives

· Personal / Executive Assistants

· Accounts and Administrative staff

· Business Development professionals

· Sales professionals

· Housekeeping/support staff

· Marketing support roles

· Interns and trainees

Key Skills Required

· Strong recruitment and sourcing skills

· Good communication and interpersonal skills

· Candidate screening and interviewing ability

· Robust follow-up discipline

· Ability to manage multiple open positions simultaneously

· Good documentation skills

· Basic understanding of HR policies and processes

· Employee coordination skills

· Strong working knowledge of Excel / Google Sheets

· Familiarity with recruitment portals and LinkedIn

· Professional email and WhatsApp communication

· Ability to maintain confidentiality

· Good organisational and time-management skills

· Problem-solving mindset

· Ability to work independently

Preferred Candidate Profile

· Graduate or postgraduate in HR, Business Administration, Psychology or a related field.

· Approximately 2–4 years of experience in recruitment, talent acquisition or generalist HR.

· Experience in hospitality, healthcare, wellness, retail, salon/spa, service businesses or multi-location businesses would be useful.

· Strong local candidate network in Ahmedabad would be an advantage.

· Comfortable working in a growing organisation where HR systems are still being developed.

· Comfortable handling both recruitment and HR coordination.

Personality We Are Looking For

· Responsible and structured

· Approachable and professional

· Persistent with follow-ups

· Discreet with confidential information

· Comfortable speaking with candidates from different backgrounds

· Able to work without constant supervision

· Calm under pressure

· Process-oriented without becoming bureaucratic

Key Performance Indicators

· Number of open positions closed

· Time taken to close vacancies

· Quality of shortlisted candidates

· Candidate interview-to-selection ratio

· Offer-to-joining ratio

· Candidate drop-off rate

· Employee documentation completion

· Placement-cell partnerships developed

· Recruitment tracker accuracy

· Probation review completion

· Attendance/leave record accuracy

· Employee retention during the initial months

· Responsiveness and follow-up discipline

Important Role Boundary

This position should own HR and recruitment, but should not become a general office assistant. The HR specialist may coordinate with operations regarding staffing but should not be responsible for daily customer bookings, social-media posting, vendor procurement or routine centre operations.

The role should remain focused on: People → Hiring → Documentation → Culture → Employee Systems → Retention.

📌 Talent Acquisition Specialist (Ahmedabad)
🏢 Rudra Digital Media and Communication
📍 Ahmedabad