: HR Manager –

- Employer Branding, Performance &
- People Strategy

Department: Human Resources

Experience: 4–8 Years (Preferred)

Employment Type: Full-Time

Reporting To: Founder / Director / CEO

About The Role

We are looking for a strategic, execution-driven HR Manager who can build a structured, performance-oriented, and accountable workplace culture. The ideal candidate will take ownership of employer branding, HR operations, payroll, compensation and benefits, performance management, employee retention, and career development.

This role requires a strong professional who can balance employee engagement with business priorities, enforce policies fairly, identify performance gaps, and create transparent systems for rewards, promotions, and professional growth.

Key Responsibilities

- Employer Branding &
- Employee Experience
- Develop and strengthen the company's employer brand across LinkedIn, careers pages, job portals, and other relevant platforms.
- Build a compelling Employee Value Proposition (EVP) that communicates the organization's culture, values, growth opportunities, and work environment.
- Develop employee advocacy, internal communication, employee testimonials, and workplace culture initiatives.
- Monitor employer reputation, candidate experience, and employee feedback to improve the organization's attractiveness to talent.
- Payroll, Compensation &
- Advantages
- Manage monthly payroll processing, salary structures, attendance, leave records, deductions, reimbursements, and full-and-final settlements.
- Develop and maintain compensation structures, salary bands, incentives, bonuses, and benefits.
- Ensure payroll accuracy, confidentiality, timely disbursement, and compliance with applicable labour and tax requirements.
- Conduct periodic salary benchmarking and recommend compensation revisions based on performance, market standards, and business budgets.
- Performance Management &
- KPI Framework
- Establish measurable Key Performance Indicators (KPIs), Key Result Areas (KRAs), and performance metrics for every department and role.
- Implement structured monthly, quarterly, and annual performance reviews.
- Track productivity, quality of work, target achievement, attendance, accountability, and role-specific outcomes.
- Identify performance gaps and implement Performance Improvement Plans (PIPs) with explicit targets, timelines, and review checkpoints, esclate.
- Coach managers on performance feedback, documentation, and objective decision-making.
- HR Policies, Discipline &
- Governance
- Draft,



implement, communicate, and periodically update HR policies, employee handbooks, codes of conduct, and standard operating procedures.
- Maintain strict but fair policy enforcement, including attendance, punctuality, leave, confidentiality, workplace conduct, and performance expectations.
- Conduct documented investigations into workplace concerns, misconduct, and policy violations, ensuring confidentiality and due process.
- Establish clear escalation mechanisms, disciplinary procedures, and accountability standards.
- Ensure policies are applied consistently and comply with applicable employment laws.
- Employee Retention &
- Engagement
- Design and implement employee retention strategies to reduce avoidable attrition and improve employee satisfaction.
- Analyse exit interviews, attrition trends, engagement feedback, absenteeism, and employee concerns to identify root causes.
- Develop recognition programmes, engagement initiatives, manager feedback systems, and employee well-being measures.
- Conduct stay interviews and recommend practical interventions for high-performing and critical employees.
- Build a workplace culture that balances accountability, trust, transparency, and professional growth.
- Career Hierarchy, Promotions &
- Succession Planning
- Establish a clear organizational hierarchy with defined job levels, reporting structures, responsibilities, and decision-making authority.
- Create career progression frameworks outlining the skills, experience, performance standards, and competencies required for advancement.
- Develop transparent promotion criteria, internal mobility policies, and succession plans for critical roles.
- Conduct periodic talent reviews to identify high-potential employees and future leaders.
- Ensure promotions and role changes are supported by documented performance evidence, business requirements, and approved budgets.
- Bonuses, Incentives &
- Rewards
- Develop structured bonus, incentive, and variable-pay policies linked to measurable individual, team, and organizational performance.
- Establish eligibility criteria, payout rules, performance thresholds,



and approval workflows.
- Implement employee recognition and reward programmes that encourage productivity, innovation, collaboration, and retention.
- Review incentive effectiveness and recommend improvements based on business outcomes and employee feedback.
- Learning, Development &
- Continuous Improvement
- Identify skill gaps and create employee training, leadership development, and capability-building plans.
- Introduce regular feedback mechanisms and Individual Development Plans (IDPs).
- Improve HR processes through automation, documentation, dashboards, and data-driven decision-making.
- Partner with department heads to improve team productivity, managerial effectiveness, and workforce planning.

Required Qualifications &

- Skills

- MBA/PGDM in Human Resources or a related discipline.
- 4–8 years of progressive HR experience, preferably with experience managing end-to-end HR functions.
- Strong knowledge of payroll, compensation and benefits, performance management, HR policies, employee relations, and labour compliance.
- Experience building KPI/KRA frameworks, career hierarchies, promotion policies, retention strategies, and incentive structures.
- Strong analytical, communication, negotiation, problem-solving, and stakeholder-management skills.
- Proficiency in HRMS, payroll systems, Excel, and HR reporting dashboards.
- Ability to handle confidential information, difficult conversations, employee grievances, and performance-related decisions professionally.

Key Performance Indicators (KPIs) for the Role

- Payroll accuracy and on-time salary processing.
- Employee attrition and retention rates.
- Employee engagement and satisfaction scores.
- Performance review completion and KPI achievement rates.
- Effectiveness of Performance Improvement Plans.
- Internal promotion and career progression rates.
- Employer branding reach, candidate engagement, and quality of applicants.
- HR policy compliance and resolution time for employee concerns.
- Training effectiveness and improvement in employee productivity.
- Timely completion of HR documentation, audits, and compliance requirements.

In general we need someone, who can handle!

- HRIS
- Payroll Processing
- Statutory Compliance
- Performance Management
- Employee Engagement
- Recruitment Sourcing
- Labour Law
- HR Analytics

Skills: hris,employer branding,performance management,compensation,workplace,hr analytics,productivity,payroll processing,employee engagement

📌 HR Manager - Giridih, Jharkhand (onsite)
🏢 UnfilterStory
📍 Giridih