HR Business Partnering ● Work closely with business heads and managers to understand team structures, workforce requirements and people-related priorities. ● Act as the primary HR point of contact for employees and stakeholders. ● Identify employee and organisational problem statements and recommend practical solutions. ● Support workforce planning, hiring strategies, team restructuring and manpower allocation. ● Participate in discussions related to headcount planning, hiring budgets and resource costs. ● Provide HR insights and employee data to support business decisions.

Employee Lifecycle

Management ● Manage the complete employee lifecycle, including onboarding, induction, probation, confirmation, transfers, promotions and exits. ● Conduct regular employee check-ins and understand workplace concerns. ● Monitor employee morale, performance concerns, attendance and behavioural matters. ● Conduct exit interviews, analyse attrition trends and recommend retention measures. ● Maintain accurate employee records, documentation and HRMS data.

Employee

Relations and Grievances ● Handle employee queries, grievances and workplace concerns with maturity, sensitivity and confidentiality. ● Mediate employee-manager concerns and support fair resolution of workplace issues. ● Guide managers on performance, conduct, attendance and employee-relations matters. ● Build employee trust while balancing individual concerns with business priorities. ● Ensure company policies are communicated and consistently implemented.

Employee

Engagement and Culture ● Plan and execute employee engagement activities, recognition programmes and office initiatives. ● Develop initiatives that improve collaboration, belonging and employee experience. ● Gather employee feedback through surveys, discussions and regular interactions.



● Work with business leaders to address engagement gaps and improve team culture. ● Support learning and development initiatives based on employee and business needs. Performance and Talent Management ● Coordinate performance reviews, probation assessments and appraisal processes. ● Follow up with managers on employee feedback, development plans and performance concerns. ● Support succession planning, internal movements and career-development discussions. ● Identify skill gaps and coordinate relevant training and development initiatives. ● Support performance improvement plans and maintain appropriate documentation.

Talent

Acquisition and Workforce Planning ● Partner with business heads to create hiring plans based on priorities, budgets and timelines. ● Manage recruitment for creative, strategy, media, client servicing and other agency functions. ● Source, screen and assess candidates and coordinate interviews with hiring managers. ● Manage salary discussions, offer rollouts, joining formalities and candidate follow-ups. ● Build talent pipelines and maintain recruitment trackers and hiring reports. ● Monitor recruitment costs, joining ratios, turnaround time and hiring effectiveness. ● Support campus hiring, internship programmes and employer-branding initiatives. HR Operations and Reporting ● Prepare offer letters, appointment letters, confirmation letters and other HR documentation. ● Coordinate attendance, leave, payroll inputs and employee perks with relevant teams. ● Prepare monthly HR reports, recruitment MIS, headcount reports and attrition analysis. ● Track HR budgets related to hiring, engagement, training and employee initiatives. ● Ensure timely completion of documentation and adherence to internal HR processes. ● Support the implementation and improvement of HR policies and processes.

Pay: ₹40,000.00 - ₹60,000.00 per month

Work Location: In person

📌 Senior HR Executive (Koramangala)
🏢 Repindia
📍 Koramangala