Key ResponsibilitiesHR Strategy & Leadership

· Develop and implement HR policies, processes, and annual people plans aligned with business objectives.

· Advise senior management on workforce planning, organisation structure, employee engagement, and people-related risks.

· Standardise HR practices across business units, offices, branches, workshops, and service locations while allowing for operational requirements.

· Lead, coach, and develop the HR team and promote accountability, confidentiality, and service quality.

Talent Acquisition & Workforce Planning

· Oversee manpower planning, recruitment, selection, and onboarding for managerial, executive, technical, and frontline roles.

· Work with hiring managers to define job descriptions, selection criteria, and hiring timelines.

· Build reliable recruitment channels, maintain talent pipelines, and monitor time-to-hire and hiring quality.

· Ensure joining documentation, background checks where applicable, and induction are completed on time.

HR Operations, HRIS & Documentation

· Oversee employee master data, personnel files, appointment letters, transfers, confirmations, promotions, and separation records.

· Ensure HRIS and attendance systems are accurate and used consistently, including employee codes, mobile/app attendance, punch-in mapping, duty rosters, and approval workflows.

· Establish clear processes for employee lifecycle changes and maintain complete, audit-ready documentation.

· Prepare and review HR dashboards and reports on headcount, attrition, vacancies, attendance, leave, and other key metrics.

Payroll, Benefits & Full-and-Final Settlement

· Coordinate with payroll and finance teams to ensure accurate, timely payroll inputs, salary changes, incentives, deductions, and full-and-final settlements.

· Review attendance, overtime, leave, and deduction inputs before payroll processing.

· Oversee employee benefits and support the administration of applicable statutory social-security schemes, including EPF and ESIC, in coordination with the relevant teams.





· Maintain confidentiality of salary and employee information and resolve payroll-related queries promptly.

Employee Relations & Engagement

· Handle employee grievances, disciplinary matters, investigations, and conflict resolution fairly and confidentially.

· Promote a respectful, inclusive, and performance-oriented work setting.

· Plan employee engagement, communication, recognition, and retention initiatives.

· Support managers in counselling, corrective action, and consistent application of company policies.

Performance Management & Development

· Design and manage performance appraisal, goal-setting, probation review, and performance improvement processes.

· Support managers in setting measurable targets and documenting performance discussions and improvement plans.

· Identify training needs and coordinate learning, leadership development, and role-specific capability building.

· Monitor performance trends and recommend practical interventions to improve productivity and accountability.

Employee Relations & Compliance

· Monitor compliance with applicable Indian labour and employment laws, rules, registrations, returns, and record-keeping requirements.

· Coordinate with internal teams, consultants, and authorities on labour-law matters, inspections, notices, and audits as required.

· Support implementation of workplace safety, anti-harassment, equal-opportunity, and grievance-handling processes.

· Track statutory deadlines and maintain evidence of compliance; escalate material risks to senior management.

Hybrid & Multi-location HR Coordination





· Maintain effective communication with employees and managers working across office, remote, branch, and service locations.

· Conduct scheduled site visits to understand workforce needs, review HR practices, and resolve local issues.

· Use digital HR tools for meetings, documentation, attendance follow-up, and employee support while protecting confidential data.

· Define clear availability, escalation, and approval practices so that hybrid working does not affect employee service or operational coverage.

Policy, Culture & Continuous Improvement

· Review and update the employee handbook, HR SOPs, attendance and leave policies, travel rules, disciplinary procedures, and other HR guidelines.

· Identify process gaps and implement practical improvements, automation, and stronger internal controls.

· Support organisational change, communication, and culture-building initiatives.

· Ensure policies are communicated clearly and applied consistently across locations.

Key Performance Indicators (KPIs)

· Recruitment turnaround time and hiring quality.

· Accuracy and timeliness of payroll inputs and full-and-final settlements.

· Accuracy of employee master data, attendance, leave, and HRIS records.

· Statutory compliance completion and timely closure of audit observations.

· Employee grievance resolution time and employee engagement indicators.

· Attrition, retention, absenteeism, and manpower cost trends.

· Completion of performance reviews, training plans, and probation reviews.

· Consistency of HR processes and service quality across locations.

Skills & Competencies

· Strong leadership, communication, negotiation, and stakeholder-management skills.

· Sound judgement, discretion, integrity, and ability to handle confidential information.

· Working knowledge of HRMS/HRIS, attendance systems, payroll inputs, and MS Office/Excel.

· Robust organisation, documentation, analytical, and problem-solving skills.

Pay: ₹50,000.00 - ₹60,000.00 per month

Work Location: In person

📌 Human Resources Manager (Delhi)
🏢 Lamba Automobile
📍 Delhi