ANKLESARIA AUTOMOBILESHR – & RESPONSIBILITIESPosition: HR Executive / HR Manager

Department: Human Resources

Company: Anklesaria Automobiles

Location: Ratlam & Branch Operations

Reporting To: Management / General Manager

1. JOB PURPOSE

The HR department is responsible for managing the complete employee lifecycle at Anklesaria Automobiles, including recruitment, joining, attendance, payroll coordination, employee discipline, training, performance monitoring, documentation, statutory compliance and employee engagement. The HR team must ensure that all employees follow company policies, showroom discipline, reporting procedures and performance standards.
1. KEY JOB RESPONSIBILITIESA. Recruitment & Manpower Planning

- Identify manpower requirements department-wise and branch-wise.
- Coordinate recruitment for Sales, Service, Workshop, CRM, DSE, Back Office and other positions.
- Prepare and publish job vacancies.
- Screen CVs and conduct initial HR interviews.
- Coordinate final interviews with management/HODs.
- Complete joining formalities and documentation.
- Maintain updated manpower status and vacancy reports.
- Maintain a proper candidate database for future requirements.

B. Employee Joining & Documentation
- Complete joining formalities for every new employee.
- Collect and maintain:
- Aadhaar Card
- PAN Card
- Bank details
- Photograph
- Address proof
- Educational documents
- Previous employment documents, wherever applicable
- Emergency contact details
- Issue appointment/joining documentation as per company process.
- Ensure employee files are complete and properly maintained.
- Maintain employee master data and update it regularly.

C. Attendance & Leave Management
- Monitor daily attendance of all employees.
- Maintain proper attendance records for showroom, workshop and branches.
- Track late coming, early leaving and unauthorized absence.
- Maintain leave applications and leave records.
- Prepare monthly attendance reports.
- Coordinate attendance corrections with department heads.
- Highlight repeated attendance issues to management.

Standard reporting time: 10:00 AM, unless otherwise approved by management. D. Payroll & Incentive Coordination

- Prepare monthly attendance data for salary processing.
- Coordinate salary inputs with accounts/management.
- Provide information regarding:
- Absence
- Late coming
- Leave without approval
- Deductions
- Incentives
- Joining/exit dates
- Coordinate DSE and staff incentive records with concerned managers.
- Ensure incentive eligibility documents are available before incentive release.

E. Employee Discipline
- Ensure employees follow company rules and policies.
- Monitor punctuality, grooming, uniform and workplace discipline.
- Address repeated late coming and absenteeism.
- Maintain records of disciplinary issues.




- Issue warnings/show-cause notices wherever instructed by management.
- Escalate serious or repeated violations to management.
- Ensure qualified behaviour between employees and with customers.

F. Performance Management
- Coordinate monthly employee performance reviews.
- Collect department-wise performance reports.
- Track individual KPIs and targets.
- Coordinate performance appraisal processes.
- Maintain records of:
- Sales performance
- Customer handling
- Attendance
- Training completion
- Productivity
- Discipline
- Identify underperforming employees and coordinate improvement plans with HODs.

G. Training & Development
- Maintain employee training records.
- Coordinate induction training for new employees.
- Monitor completion of required company/HMSI e-learning courses.
- Follow up with employees for pending training.
- Coordinate product, sales, customer service and behavioural training.
- Maintain training attendance and completion reports.
- Ensure employees complete assigned courses within the required timeline.

H. Employee Engagement
- Plan and coordinate employee engagement activities.
- Organize employee events, celebrations and team activities.
- Coordinate birthday/achievement recognition where applicable.
- Support employee motivation and team-building initiatives.
- Collect employee feedback and highlight important concerns to management.

I. HR Policy Implementation
- Communicate company policies to employees.
- Ensure employees understand:
- Attendance policy
- Leave policy
- Dress code
- Workplace discipline
- Customer handling standards
- Reporting procedures
- Performance expectations
- Maintain acknowledgement/records wherever required.
- Ensure policies are implemented consistently across branches.

J. Statutory & Compliance Coordination
- Maintain required employee records and statutory documents.
- Coordinate with consultants/accounts for applicable statutory compliances.
- Maintain records relating to applicable labour laws, PF, ESIC, professional tax and other statutory requirements, as applicable.
- Ensure required registers and documents are maintained.
- Track renewal/expiry of required employee or company documentation.

K. Exit & Full & Final Process
- Conduct employee exit formalities.
- Collect resignation/exit documentation.
- Coordinate notice-period requirements.
- Conduct exit interviews wherever required.




- Obtain clearance from concerned departments.
- Coordinate full & final settlement with accounts.
- Collect company assets, ID cards, documents and other materials.
- Update employee records and manpower reports.

L. HR MIS & Reporting HR should maintain and submit regular reports including:
- Daily Attendance Report
- Manpower Status Report
- Vacancy Report
- New Joining Report
- Employee Exit Report
- Late Coming Report
- Leave Report
- Training/E-Learning Status
- Performance/KPI Report
- Employee Documentation Status
- Disciplinary Action Report
- Monthly HR MIS

1. DAILY HR CHECKLIST

- Check attendance of all employees.
- Check late coming and absenteeism.
- Follow up with department heads regarding absent employees.
- Check manpower shortage/vacancies.
- Monitor new joining formalities.
- Check pending employee documentation.
- Follow up on training/e-learning completion.
- Address employee-related issues.
- Maintain daily HR records.
- Escalate important issues to management.

1. MONTHLY HR CHECKLIST

- Finalize attendance.
- Prepare payroll inputs.
- Prepare leave and deduction report.
- Prepare manpower report.
- Review employee performance.
- Review training completion.
- Review vacancies and recruitment pipeline.
- Review employee documentation.
- Prepare HR MIS.
- Highlight critical HR issues to management.
- Coordinate monthly employee engagement activities.

1. KEY HR PERFORMANCE INDICATORS

HR performance will be monitored on:
- Attendance accuracy
- Recruitment turnaround time
- Vacancy closure
- Employee documentation completion
- Employee retention
- Training completion
- Payroll data accuracy
- Leave record accuracy
- Discipline management
- Timely HR reporting
- Employee engagement
- Compliance and documentation
- Management support and response time

1. AUTHORITY & ESCALATION

HR is responsible for monitoring, coordinating, documenting and reporting employee-related matters. HR should not independently approve salary changes, termination, major disciplinary action, incentives or policy changes unless authorized by management.

Major employee issues must be escalated to the General Manager / Management for final decision.

1. IMPORTANT EXPECTATION

The HR department must maintain confidentiality, professionalism, fairness and proper documentation in all employee-related matters. All HR records should be kept updated and available for management review whenever required.

HR is responsible for ensuring that the right people are recruited, properly documented, trained, disciplined, monitored and supported throughout their employment with Anklesaria Automobiles.

Pay: ₹15,673.38 - ₹20,000.00 per month

Benefits

- Commuter assistance
- Paid time off
- Provident Fund

Work Location: In person

📌 HR Manager (Ratlam)
🏢 Ambriona Cacao Blends
📍 Ratlam