1. Job Purpose

The HR Manager is responsible for managing the complete Human Resources function, including recruitment, employee relations, payroll coordination, performance management, HR policies, statutory compliance, training and development, and employee engagement. The role ensures effective HR operations, compliance with applicable labour laws, and alignment of HR practices with organizational goals.

2. Roles and ResponsibilitiesA. Recruitment and Talent Acquisition

- Develop recruitment plans based on departmental manpower requirements.
- Coordinate with department heads and reporting managers to identify vacancies.
- Manage the complete recruitment cycle, including job postings, screening, interviews, selection, offer issuance, and onboarding.
- Maintain recruitment trackers, candidate databases, and hiring reports.
- Ensure timely closure of open positions.

B. Employee Onboarding and Documentation

- Prepare and issue offer letters, appointment letters, confirmation letters, and other employment-related documents.
- Coordinate employee joining formalities, induction, and orientation.
- Maintain employee personal files, employment records, and HR databases.
- Track probation periods, confirmation dates, and employment changes.
- Ensure proper documentation throughout the employee lifecycle.

C. Payroll and Compensation Management

- Coordinate monthly payroll processing with the Accounts or Finance team.
- Verify attendance, leave balances, payable days, salary adjustments, incentives, advances, and loan deductions.
- Ensure payroll inputs are accurate and submitted within deadlines.
- Coordinate salary revisions, increments, bonuses, reimbursements, and final settlements.
- Maintain payroll records and employee compensation information confidentially.

D. Attendance and Leave Management

- Monitor employee attendance, late arrivals, permissions, overtime, and absenteeism.
- Maintain attendance and leave trackers.
- Implement leave policies and ensure proper approval procedures.
- Coordinate compensatory off and overtime records with the concerned reporting managers.
- Prepare attendance summaries and exception reports for management.

E. Performance Management and Appraisals

- Develop and implement performance appraisal processes.
- Coordinate goal setting, KPI/KRA preparation, and periodic performance reviews.
- Establish appraisal timelines and communicate requirements to reporting managers.
- Collect appraisal forms, consolidate feedback, and prepare appraisal summaries.
- Coordinate salary increments, promotions, performance improvement plans, and employee development actions based on management approval.

F. HR Policies and Employee Relations

- Develop, implement, and periodically review HR policies and procedures.
- Handle employee grievances,



disciplinary matters, workplace conflicts, and employee concerns.
- Maintain employee communication and ensure consistent application of company policies.
- Support employee retention, engagement, and workplace culture initiatives.
- Maintain confidentiality and handle sensitive employee matters professionally.

G. Statutory Compliance and Labour Laws

- Coordinate compliance with applicable labour laws and employment regulations.
- Monitor statutory requirements relating to EPF, ESI, professional tax, gratuity, bonus, and other applicable benefits.
- Coordinate statutory filings, registers, inspections, and documentation with the relevant internal teams or external consultants.
- Maintain compliance calendars and ensure timely completion of applicable obligations.
- Support audits and implement corrective actions where required.

H. Training and Development

- Identify employee training needs in coordination with department heads.
- Organize induction, technical, behavioural, and compliance training programs.
- Maintain training records and evaluate training effectiveness.
- Support employee career development and succession planning.

I. Employee Engagement and Welfare

- Plan employee engagement activities, celebrations, welfare initiatives, and recognition programs.
- Coordinate employee events, festival celebrations, and employee appreciation activities.
- Conduct employee feedback discussions and support retention initiatives.
- Promote a positive, inclusive, and productive work setting.

J. HR MIS and Management Reporting

- Prepare daily, weekly, and monthly HR reports.
- Maintain manpower reports, attendance summaries, recruitment status, attrition reports, and payroll summaries.
- Track employee headcount, vacancies, joining and exit data, and departmental staffing requirements.
- Provide HR analytics and recommendations to management for decision-making.
- Maintain accurate HR records and ensure timely submission of reports.

K. Employee Exit and Full & Final Settlement

- Manage resignation formalities, notice periods, and exit interviews.
- Coordinate handover, clearance, asset recovery, and exit documentation.
- Calculate and coordinate full and final settlement with the Accounts team.
- Ensure the timely issuance of relieving letters, experience certificates, and other applicable documents.
- Maintain employee separation records.

L.



HR Administration and Management Coordination

- Coordinate with department heads on manpower planning, employee performance, and operational requirements.
- Manage HR-related administrative activities and employee welfare requirements.
- Support management in organizational restructuring and workforce planning.
- Review HR processes and introduce improvements to enhance efficiency.
- Ensure appropriate delegation, documentation, and continuity of HR operations.

3. Key Performance Indicators (KPIs)

- Recruitment turnaround time and vacancy closure rate.
- Payroll input accuracy and submission within deadlines.
- Employee attendance and leave record accuracy.
- Statutory compliance and timely completion of applicable filings.
- Employee attrition and retention rates.
- Completion of performance appraisals within the defined timeline.
- Employee documentation and HR record accuracy.
- Training completion and employee engagement effectiveness.
- Timely submission of HR MIS and management reports.
- Completion of onboarding and exit formalities within defined timelines.

4. Educational Qualifications

- Bachelor's degree in Human Resources, Business Administration, or a related discipline.
- MBA/PGDM in Human Resources is preferred.

5. Experience and Skills

- 5–8 years of relevant HR experience, preferably with experience managing end-to-end HR operations.
- Strong knowledge of recruitment, payroll coordination, performance management, and employee relations.
- Working knowledge of applicable Indian labour laws and statutory compliance.
- Experience in HR documentation, HR MIS, and policy implementation.
- Proficiency in MS Excel, HRMS, payroll systems, and reporting tools.
- Strong communication, interpersonal, organizational, and problem-solving skills.
- Ability to maintain confidentiality and manage multiple priorities independently.
- Strong coordination and stakeholder management skills.

6. Authority and Accountability

- Responsible for the effective implementation of approved HR policies and procedures.
- Authorized to coordinate recruitment, employee documentation, attendance, payroll inputs, and HR operations within the approved framework.
- Responsible for reporting HR matters, risks, and recommendations to management.
- Salary revisions, promotions, disciplinary actions, policy changes, and other matters requiring management approval must be submitted to the authorized approver.

7. Reporting and Review

The HR Manager will report to the designated management representative and coordinate with all department heads to ensure effective people management, compliance, and achievement of organizational objectives.

Pay: ₹15,000.00 - ₹55,000.00 per month

Work Location: In person

📌 HR Manager (Kolathur)
🏢 koushika enterprises private
📍 Kolathur