JOB DESCRIPTIONHR MANAGER

Department: Human Resources

Designation: HR Manager

Reporting To: Director / CHRO / CEO

Location: Mumbai

Industry: Insurance Broking

1. Role Overview

The HR Manager will be responsible for managing the Company's day-to-day human resource functions, ensuring smooth HR operations, timely recruitment, effective employee management, compliance with applicable employment laws, and implementation of Company policies. The role requires a proactive, disciplined, and commercially aware professional who can manage the complete employee lifecycle, from recruitment and onboarding to performance management and separation.

The HR Manager will work closely with the management and departmental heads to ensure that the Company has the right talent, maintains employee discipline, improves workforce productivity, and fosters a professional, accountable, and performance-driven work culture.

1. Key Roles and Responsibilities

A. Recruitment and Talent Acquisition

- Manage end-to-end recruitment for sales, operations, accounts, customer service, technology, and other business functions.
- Coordinate with management and departmental heads to understand manpower requirements and close vacancies within agreed timelines.
- Source candidates through job portals, professional networks, employee referrals, consultants, and other recruitment channels.
- Screen resumes, conduct initial interviews, coordinate subsequent interview rounds, and facilitate candidate selection.
- Negotiate compensation within approved budgets and coordinate offer rollouts.
- Conduct reference checks and background verification, as appropriate.
- Maintain a recruitment tracker and provide regular updates on open positions, candidate pipelines, and hiring status.

B. Joining Formalities and Employee Onboarding

- Issue offer letters, appointment letters, employment agreements, and other joining documents.
- Ensure collection and verification of required employee documents.
- Complete joining formalities, employee master creation, and HR system updates.
- Coordinate induction and orientation programmes for new employees.
- Explain Company policies, code of conduct, attendance rules, leave policies, confidentiality obligations, and performance expectations.
- Track probation periods and ensure timely completion of probation reviews and confirmation formalities.

C. Attendance, Leave and Payroll Coordination

- Maintain attendance, leave records, late-coming records, and employee movement records.
- Monitor absenteeism and ensure adherence to Company working hours and leave policies.
- Coordinate monthly payroll inputs, including attendance, leave, salary revisions, incentives, deductions, and current joiners or exits.
- Coordinate with the accounts or payroll team to ensure accurate and timely salary processing.
- Maintain payroll-related documentation and address employee queries concerning salary and benefits.
- Ensure that salary deductions and other payroll adjustments are authorised, documented, and compliant with applicable law.

D. Performance Management

- Implement the Company's performance appraisal and review processes.
- Coordinate the setting of KPIs, KRAs, targets, and performance expectations in consultation with management and departmental heads.
- Track probation reviews, periodic performance assessments, annual appraisals, and salary revision recommendations.
- Monitor employee performance against agreed targets and flag underperformance to the management.
- Coordinate performance improvement plans (PIPs) and follow up on agreed improvement milestones.
- Maintain proper records of performance reviews, warnings, feedback, and management decisions.
- Support the implementation of performance-linked compensation and incentive policies.

E. Employee Relations and Discipline

- Act as the first point of contact for employee queries, concerns, and grievances.
- Handle employee complaints, interpersonal conflicts, attendance issues, and workplace discipline.
- Ensure consistent implementation of Company policies and procedures.
- Draft and issue warning letters,



show-cause notices, performance-related communications, and other employee correspondence, as authorised.
- Coordinate disciplinary proceedings and maintain proper documentation.
- Escalate serious misconduct, repeated underperformance, conflicts of interest, and confidentiality breaches to management.
- Promote a professional workplace culture based on integrity, accountability, respect, and ethical conduct.

F. HR Policies and Documentation

- Implement and periodically review HR policies, employee handbooks, and standard operating procedures.
- Maintain employee files, appointment letters, salary records, appraisal documents, leave records, and other employment documentation.
- Ensure proper documentation of salary revisions, promotions, transfers, warnings, and employee separations.
- Maintain records of confidentiality undertakings, codes of conduct, and other employee declarations.
- Ensure that employee records are accurate, up to date, confidential, and accessible only to authorised personnel.
- Assist management in developing and improving HR policies as the Company grows.

G. Statutory and Labour Law Compliance

- Coordinate compliance with applicable Indian labour and employment laws.
- Coordinate applicable requirements relating to EPF, ESI, gratuity, bonus, professional tax, TDS payroll inputs, and other statutory matters, as applicable.
- Monitor compliance with applicable Shops and Establishments legislation, working hours, leave, holidays, and employment record requirements.
- Support compliance with the POSH Act, including employee awareness, complaint-handling procedures, and Internal Committee coordination wherever legally required.
- Coordinate statutory returns, records, payments, audits, and documentation with the accounts team, consultants, and legal advisors.
- Keep management informed of compliance gaps, deadlines, and changes in applicable legislation.

H. Employee Engagement and Retention

- Organise employee engagement initiatives, internal communications, recognition programmes, and employee welfare activities.
- Conduct employee feedback discussions and exit interviews.
- Track attrition and identify recurring reasons for employee dissatisfaction or resignation.
- Support initiatives to improve employee morale, retention, teamwork, and organisational culture.
- Assist management in resolving employee concerns promptly and professionally.

I. Training and Development

- Identify training requirements in consultation with departmental heads.
- Coordinate induction training and periodic employee development programmes.
- Organise training on communication, sales effectiveness, customer service, compliance, workplace conduct, and Company processes.
- Maintain training attendance records and assess training effectiveness.
- Support career development, internal mobility, and employee capability-building initiatives.

J. Employee Separation and Full-and-Final Settlement

- Manage resignation formalities, notice periods, handover requirements, and exit interviews.
- Coordinate with departmental heads to ensure the return of Company assets, documents, data, and access credentials.
- Ensure completion of exit checklists and required separation documentation.
- Coordinate full-and-final settlement with the accounts or payroll team within applicable timelines.
- Ensure appropriate communication regarding continuing confidentiality obligations and other valid post-employment commitments.
- Maintain separation records and escalate unresolved disputes or potential legal issues to management.

K. HR Reporting and Administration

- Prepare periodic HR reports for management covering headcount, recruitment, attrition, attendance,



leave, payroll inputs, and employee performance.
- Maintain an updated employee database and organisational chart.
- Track manpower requirements and employee costs against approved budgets.
- Monitor recruitment timelines, probation confirmations, appraisal schedules, and compliance deadlines.
- Recommend practical improvements in HR processes, employee productivity, and administrative efficiency.

1. Key Performance Indicators (KPIs)

The HR Manager's performance will be evaluated on the following parameters:
- Recruitment: Timely closure of approved vacancies and quality of candidate selection.
- Employee onboarding: Completion of joining documentation and induction within prescribed timelines.
- Payroll accuracy: Accurate and timely submission of payroll inputs.
- Performance management: Timely completion of probation reviews, appraisals, and PIPs.
- Compliance: Timely completion of applicable statutory and internal compliance requirements.
- Employee records: Accuracy, completeness, and confidentiality of employee documentation.
- Employee retention: Monitoring attrition and implementing agreed retention measures.
- Employee discipline: Timely handling and documentation of attendance, misconduct, and policy violations.
- Exit management: Timely completion of exit formalities and coordination of full-and-final settlements.
- Management reporting: Timely and accurate HR dashboards and reports.
- Employee engagement: Effective implementation of employee engagement and development initiatives.
- Process improvement: Improvements in HR turnaround time, documentation, and operational efficiency.

Specific targets should be established by management based on the Company's size, workforce, and business requirements.
1. Qualifications and Experience

- MBA / Postgraduate qualification in Human Resources, Personnel Management, or a related discipline preferred.
- Typically 5–10 years of relevant HR experience, with at least 2–3 years in an HR Manager or equivalent role.
- Experience in insurance, insurance broking, BFSI, financial services, or another performance-driven organisation will be an advantage.
- Good working knowledge of Indian labour and employment laws and statutory HR processes.
- Practical experience in recruitment, payroll coordination, employee relations, performance management, and HR documentation.
- Familiarity with HRMS, payroll systems, attendance management tools, and Microsoft Excel.

1. Required Skills and Competencies

- Strong communication, interpersonal, and coordination skills.
- Ability to manage multiple HR activities independently.
- Good organisational skills and attention to detail.
- Strong documentation, reporting, and record-keeping abilities.
- Sound judgement in handling confidential and sensitive employee matters.
- Ability to enforce Company policies firmly, fairly, and consistently.
- Problem-solving ability and a practical, solution-oriented approach.
- Ability to coordinate effectively with directors, departmental heads, employees, and external consultants.
- High standards of integrity, professionalism, confidentiality, and accountability.

1. Personal Attributes

The ideal candidate should be proactive, disciplined, approachable, and capable of handling employee matters with maturity and fairness. The candidate must be comfortable working in a target-driven organisation, following up on pending matters, ensuring compliance with Company policies, and escalating issues that require management intervention.
1. Overall Objective of the Role

The HR Manager is expected to ensure that all HR activities are managed efficiently, employees are recruited and onboarded on time, performance expectations are clearly communicated, Company policies are consistently implemented, and applicable employment compliance requirements are met. The ultimate objective is to build and maintain an organised, disciplined, compliant, and performance-oriented workforce that supports the Company's business growth.

Pay: ₹30,000.00 - ₹75,000.00 per month

Work Location: In person

📌 HR Manager (Andheri)
🏢 SKD Insurance Broking u0026 Services
📍 Andheri