We are looking for an experienced, proactive, and people-oriented HR Manager to manage the company's human resources function, including talent acquisition, employee relations, HR operations, performance management, and organizational development. The ideal candidate will be comfortable working in a growing organization, managing HR processes independently, partnering with business leaders, and ensuring that the company attracts, develops, and retains the right talent.

The core responsibilities for the job include the following:

Talent Acquisition and Recruitment:

- Manage end-to-end recruitment for technology, marketing, sales, finance, operations, compliance, and corporate functions.
- Understand hiring requirements from department heads and develop effective recruitment plans.
- Source candidates through job portals, LinkedIn, employee referrals, recruitment agencies, professional networks, and other channels.
- Screen resumes, conduct initial interviews, coordinate interview rounds, and manage candidate communication.
- Build a strong talent pipeline for current and future business requirements.
- Manage offer negotiations, compensation discussions, background verification, and joining formalities.
- Monitor recruitment metrics, including time-to-hire, cost-per-hire, offer acceptance, and quality of hire.

HR Operations and Employee Lifecycle:

- Manage the complete employee lifecycle, from onboarding and induction to separation and exit formalities.
- Maintain employee records, personnel files, employment documentation, and HR databases.
- Develop and implement HR policies, standard operating procedures, employee handbooks, and internal processes.
- Manage attendance, leave administration, employment confirmations, probation reviews, and employee documentation.
- Coordinate payroll inputs, salary revisions, reimbursements, benefits administration, and full-and-final settlements.
- Ensure accurate and timely maintenance of HR records and employee information.
- Introduce appropriate HR systems and tools to improve operational efficiency.

Employee Engagement and Retention:

- Develop initiatives to improve employee engagement, satisfaction, productivity, and retention.
- Build a positive and collaborative workplace culture aligned with the company's values.
- Organize employee engagement activities, team-building initiatives, celebrations, and internal communication programs.
- Conduct employee feedback sessions, engagement surveys, and exit interviews.
- Identify employee concerns and work with management to resolve issues fairly and promptly.
- Support managers in improving team morale, communication, and employee experience.

Performance Management and Organizational Development:

- Design and administer performance appraisal and employee evaluation processes.




- Work with department heads to establish clear roles, responsibilities, goals, and key performance indicators.
- Coordinate probation assessments, annual appraisals, promotions, salary reviews, and performance improvement plans.
- Identify training and development needs across departments.
- Organize training programs, leadership development initiatives, and role-specific learning opportunities.
- Support succession planning, career development, and internal talent mobility as the organization expands.

Compensation, Benefits, and Payroll Coordination:

- Coordinate salary processing with the finance team or external payroll provider.
- Maintain compensation structures, salary bands, benefits policies, and employee incentive documentation.
- Support compensation benchmarking and market-based salary recommendations.
- Maintain accurate records of salary revisions, bonuses, incentives, deductions, and employee benefits.
- Ensure appropriate confidentiality and access controls for payroll and compensation information.

Labor Law and Statutory Compliance:

- Ensure HR policies, employment practices, and documentation comply with applicable Indian employment laws and regulations.
- Coordinate statutory HR compliance, including applicable EPF, ESI, professional tax, gratuity, and other employment-related obligations, as relevant to the establishment.
- Maintain statutory registers, employment records, and required documentation.
- Coordinate with payroll providers, consultants, legal advisers, and relevant authorities when necessary.
- Support the implementation of workplace policies relating to prevention of sexual harassment, including applicable POSH requirements.
- Ensure appropriate grievance handling, disciplinary procedures, confidentiality, and documentation.
- Keep management informed about relevant changes in employment regulations and their implications for the business.

Employee Relations and Workplace Administration:

- Act as the primary HR contact for employee queries, workplace concerns, and policy clarifications.
- Handle employee grievances, workplace conflicts, disciplinary matters, and sensitive issues professionally.
- Advise managers on people-related matters, attendance, conduct, performance, and team management.
- Maintain appropriate confidentiality and fairness in employee-related decisions.




- Coordinate office administration and workplace facilities where these responsibilities fall within the HR function.
- Establish clear internal communication channels and consistent implementation of company policies.

HR Strategy and Management Reporting:

- Work closely with senior management to align HR plans with business expansion and workforce requirements.
- Prepare manpower plans, recruitment budgets, training budgets, and annual HR operating plans.
- Monitor employee headcount, attrition, absenteeism, recruitment performance, and workforce costs.
- Develop HR dashboards and regular reports to support management decision-making.
- Identify opportunities to improve HR processes, reduce operational inefficiencies, and strengthen employee productivity.
- Build scalable HR policies and processes appropriate to the company's size, structure, and growth plans.

Key Performance Indicators (KPIs):

- The HR manager will be evaluated on the effectiveness of recruitment, employee management, compliance, and organizational development.
- Recruitment turnaround time and fulfillment of approved hiring requirements.
- Quality of hires, offer acceptance rate, and current-employee retention.
- Employee attrition, engagement, and retention initiatives.
- Timely onboarding, documentation, and employee lifecycle management.
- Payroll coordination accuracy and timely completion of HR processes.
- Compliance with applicable employment laws and statutory requirements.
- Performance appraisal completion and training program effectiveness.
- Employee grievance resolution and HR service quality.
- Accuracy of employee records, HR reporting, and workforce planning.

Requirements:

- Bachelor's degree in Human Resources, Business Administration, or a related discipline.
- MBA/PGDM in Human Resources will be preferred.
- 2-4 years of relevant HR experience, preferably with experience independently managing the HR function.
- Experience in recruitment, HR operations, employee relations, performance management, and statutory compliance.
- Prior experience in financial services, fintech, investment management, banking, or other regulated industries will be an advantage.
- Good understanding of Indian employment laws, payroll coordination, employee documentation, and HR policies.
- Experience using HRMS, recruitment platforms, payroll systems, and employee management tools.
- Strong interpersonal, communication, negotiation, problem-solving, and organizational skills.
- Ability to work independently, manage competing priorities, and partner effectively with senior management.
- High standards of integrity, discretion, confidentiality, and professionalism.

Pay: ₹400,000.00 - ₹600,000.00 per year

Experience

- HR sourcing: 2 years (Required)

Work Location: In person

📌 HR Manager (Ranchi)
🏢 Kartik Technologies Private
📍 Ranchi