JOB SUMMARY The HR Manager is responsible for leading and managing the Company’s human resource function and ensuring the effective delivery of HR operations and services across the organization. The role provides leadership and direction to the HR team, implements and manages HR policies and procedures, oversees recruitment and workforce planning, coordinates employee training and development, strengthens employee engagement, supports performance management, and ensures compliance with applicable statutory requirements and Company policies.

The HR Manager will also work closely with management and department heads to provide HR guidance, support business requirements, and promote effective people management practices across the organization.

Key Responsibilities

1. HR Leadership & Team Management

- Lead, manage, and provide direction to the HR team to ensure the effective and timely delivery of HR functions and services.
- Allocate and monitor HR responsibilities, workloads, and priorities among HR team members.
- Set clear objectives and performance expectations for the HR team and monitor their performance.
- Provide coaching, guidance, and support to HR team members to enhance their knowledge, skills, and effectiveness.
- Review and monitor the quality, accuracy, and timeliness of HR work and documentation.
- Develop and improve HR processes, systems, and procedures to enhance operational efficiency.
- Ensure effective coordination and communication within the HR team and with other departments.
- Identify manpower and resource requirements within the HR function and make appropriate recommendations to management.
- Take the lead in resolving HR operational issues and providing appropriate recommendations to management.
- Ensure HR matters are handled professionally, consistently, confidentially, and in accordance with Company policies.

2. HR Policy & Compliance

- Implement and manage HR policies, procedures, and guidelines.
- Ensure compliance with applicable labor laws, statutory requirements, and Company regulations.
- Maintain confidentiality, accuracy, and integrity of HR-related documentation.
- Ensure HR practices are consistently implemented across the organization.
- Review HR policies and procedures periodically and recommend improvements where necessary.
- Provide guidance to management and employees on HR policies and employment-related matters.

3. Recruitment & Selection

- Lead and manage the recruitment process, including workforce planning, resume screening, interview coordination, candidate assessment, background checks, and selection.
- Work closely with hiring managers to identify manpower requirements and suitable candidates.
- Assist hiring managers in identifying and selecting qualified candidates.
- Prepare and issue letters, employment contracts, and other relevant documentation.
- Monitor recruitment progress and provide regular updates to management.
- Coordinate the onboarding process for new employees and ensure all required documentation is completed.

4. Employee Records & HR Systems

- Oversee the maintenance of accurate and up-to-date employee records and HR databases (HRIS).
- Ensure timely data entry,



proper documentation, and compliance with HR record-keeping requirements.
- Ensure proper maintenance of employee personnel files and confidentiality of employee information.
- Review HR records periodically to ensure accuracy and completeness.
- Ensure HR systems and records support effective reporting and decision-making.

5. Compensation & Benefits

- Oversee the administration of employee benefits and compensation-related matters.
- Coordinate with Payroll and Finance to ensure accurate salary processing and timely disbursement.
- Coordinate employee benefit claims and address related employee queries.
- Maintain accurate records of allowances, benefits, and other HR-related payments.
- Review compensation and advantages matters and provide recommendations to management where appropriate.

6. Performance Management

- Lead and monitor the employee performance management process, including probation evaluations and annual appraisals.
- Ensure timely completion and proper documentation of performance evaluations.
- Assist managers in providing constructive feedback and addressing performance gaps.
- Guide managers on appropriate performance management practices and documentation.
- Maintain proper documentation of performance discussions, evaluations, and improvement plans.
- Support management in implementing appropriate performance management initiatives.

7. Training & Development

- Identify and coordinate employee training and development needs in consultation with department heads and management.
- Develop and maintain an annual training plan based on organizational and employee development requirements.
- Coordinate internal and external training programmes, including scheduling, registration, logistics, and training materials.
- Liaise with training providers and relevant authorities on training arrangements, funding, and claims where applicable.
- Maintain accurate training records, attendance, evaluation forms, certificates, and related documentation.
- Monitor training effectiveness and obtain feedback from participants and management.
- Support employee career development and continuous learning initiatives.
- Ensure training programs are aligned with Company objectives, competency requirements, and applicable policies.
- Monitor the HR team’s training and development activities and ensure effective implementation of the annual training plan.

8. Employee Relations

- Lead and manage employee relations matters and assist in resolving workplace issues in a timely and professional manner.
- Foster a positive, respectful, and productive workplace environment.
- Support employee engagement initiatives and activities.




- Assist management in handling disciplinary matters in accordance with Company policies and applicable employment regulations.
- Provide guidance to managers on employee relations and workplace matters.
- Maintain proper documentation on employee relations matters.
- Escalate significant employee relations matters to management with appropriate recommendations.

9. HR Reporting & Analysis

- Prepare and present HR-related reports to management, including headcount, turnover, absenteeism, recruitment status, training, and other HR metrics.
- Review HR data and provide relevant analysis and recommendations to support management decision-making.
- Ensure the HR team maintains accurate and timely HR records and reports.
- Support internal and external audits by ensuring HR records and documentation are complete and up to date.
- Monitor HR trends and highlight relevant issues or areas requiring management attention.
- Establish and monitor HR-related KPIs and targets where applicable.

10. Separation & Exit Management

- Oversee employee separation processes, including resignation, clearance, exit interviews, and final settlement coordination.
- Ensure all required offboarding documentation is completed and properly maintained.
- Coordinate with relevant departments for the return of Company assets, access termination, and other clearance requirements.
- Ensure compliance with applicable employment requirements during the separation process.
- Review exit interview findings and highlight recurring issues or trends to management where appropriate.

11. Management Support & Strategic HR

- Act as the HR point of contact for management and department heads on HR-related matters.
- Provide HR advice and recommendations to management on manpower, employee relations, performance, training, compensation, and other people-related matters.
- Support management in workforce planning and organizational development initiatives.
- Recommend improvements to HR policies, processes, and practices to enhance employee effectiveness and organizational performance.
- Maintain professional relationships with statutory authorities, external HR consultants, training providers, recruitment agencies, and other relevant parties.
- Ensure the HR function supports the Company’s business objectives and operational requirements.
- Undertake any other HR-related duties and responsibilities as assigned by Management.

Requirements
- Bachelor's degree in Human Resources Management, Business Administration, or a related field.
- Minimum 5 - 7 years of experience in HR management.
- Strong understanding of HR best practices, labor laws, and compliance requirements.
- Excellent communication and interpersonal skills with the ability to interact effectively with employees at all levels.
- Proficient in data analysis and report generation using Microsoft Office suite.
- Strong strategic thinking and problem-solving abilities.
- Adaptable, proactive, and able to work independently or as part of a team.
- Willingness to respond to plant breakdowns and work from the West Tambaram, Chennai facility.
- Occasionally travel to our factory at Oragadam for routine inspection and other human resource related matters.

📌 HR Manager (Tambaram)
🏢 ENS Group
📍 Tambaram