Company Description AgentsOnDemand is a smart, all-in-one agent recruitment suite designed to streamline hiring and workforce management for organizations that rely on agents and front-line teams. The platform focuses on optimizing the end-to-end recruitment process, from sourcing and screening to onboarding and performance tracking. By leveraging technology and data-driven insights, AgentsOnDemand helps businesses build agile, scalable teams more efficiently. The company values collaboration, innovation, and operational excellence, offering team members opportunities to contribute to impactful hiring solutions and grow in a dynamic environment. HR Executive / HR & Administration Department: Human Resources & Administration Employment Type: Full-Time Work Mode: Work From Office, IT Tower, Nalgonda, Telangana 508001 Reports To: Founder / Management Role Objective We are looking for an execution-focused HR Executive who will help us build a structured, KPI-driven organization. Your primary responsibility will be to manage the complete employee lifecycle — Hiring → Onboarding → Training Coordination → Attendance → Performance Tracking → Employee Administration → Exit . In the initial stage, this role will also handle day-to-day administrative and operational coordination as the company builds its team and internal processes.

Key Responsibilities
1. Recruitment & Hiring
- Understand manpower requirements from management.
- Create and publish

job description
s.
- Source candidates through job portals, LinkedIn, referrals and other channels.
- Screen resumes and conduct initial HR interviews.
- Evaluate communication, experience, salary expectations, notice period and basic role fit.
- Schedule interviews with management/department heads.
- Maintain candidate pipeline and interview records.
- Coordinate salary negotiations and offers.
- Issue offer letters and follow up until joining.
- Track hiring metrics including applications, interviews, offers, joining rate, time-to-hire and cost-per-hire. 2. Employee Onboarding
- Collect and verify required employee documents.
- Prepare offer, appointment and onboarding documentation using company-approved templates.
- Coordinate email, CRM/software, system and workplace access.
- Conduct company and HR orientation.
- Explain company policies, reporting structure, responsibilities and KPIs.
- Coordinate role-specific training with the reporting manager.
- Maintain onboarding checklists for every employee. 3. HR SOP & Documentation Build, maintain and continuously improve written SOPs for:



Hiring → Interviewing → Selection → Offer → Pre-Joining → Onboarding → Training → Probation → Performance Management → Promotion/Salary Revision → Disciplinary Process → Resignation/Termination → Offboarding Maintain organized employee records and HR documentation. 4. Attendance, Leave & Payroll Coordination
- Maintain employee attendance and leave records.
- Monitor late attendance and absenteeism.
- Prepare monthly attendance/payroll inputs.
- Coordinate payroll information with the Accounts/Finance team.
- Maintain records of incentives, deductions and salary revisions as approved by management. 5. Performance Management The organization will operate on clearly defined KPIs. HR will:
- Ensure every employee has documented responsibilities and KPIs.
- Maintain employee performance scorecards.
- Coordinate weekly/monthly performance reviews.
- Follow up with managers regarding underperforming employees.
- Document Performance Improvement Plans (PIPs), warnings and corrective actions when required.
- Maintain records of promotions, increments and performance decisions. HR owns the performance-management process; department heads own the employee's functional performance. 6. Training & Development Coordination
- Create structured onboarding and training schedules.
- Ensure new employees complete required training.
- Maintain training materials, SOPs and checklists.
- Coordinate product/process training with relevant department heads.
- Track training completion and assessments.
- Identify recurring employee skill gaps. 7. Employee Engagement & Retention
- Conduct regular employee check-ins.
- Identify employee concerns early.
- Coordinate recognition and incentive initiatives.
- Maintain professional workplace culture and discipline.
- Track employee attrition and reasons for leaving.
- Conduct exit interviews and report recurring issues to management. 8. HR Compliance & Policies
- Maintain company HR policies and employee acknowledgements.
- Coordinate employment documentation and statutory HR requirements with management, Accounts, CA and legal professionals where necessary.
- Maintain confidentiality of employee and company information.
- Ensure HR processes follow approved company policies and applicable requirements. 9.



Administration & Operations During the company's current growth stage, HR will additionally support:
- Office administration
- Employee asset tracking
- Vendor coordination
- Basic purchasing/procurement coordination
- Office supplies and workplace requirements
- Internal meeting coordination
- Employee communication
- Follow-up on management-assigned operational tasks As the organization grows, these responsibilities may move into a dedicated Administration/Operations function. Initial 90-Day Priorities The first priorities for this role will be: 1. Build the HR foundation Create standardized Hiring, Interview, Onboarding, Training, Performance, PIP, Exit and Offboarding processes. 2. Complete priority hiring Recruit the company's immediate manpower requirements within agreed timelines. 3. Implement employee onboarding Every recent employee should have documented responsibilities, KPIs, reporting structure, training plan and onboarding checklist. 4. Implement HR tracking Create centralized trackers for recruitment, employees, attendance, leave, onboarding, training and performance. 5. Establish HR cadence Implement daily recruitment reporting and structured weekly HR/management reviews. Key KPIs Performance will primarily be measured through:
- Hiring positions closed within target timelines
- Time-to-hire
- Offer-to-joining ratio
- New-hire 30/60/90-day retention
- Onboarding completion rate
- Employee documentation completion rate
- Training completion rate
- Attendance/leave record accuracy
- Performance-review completion rate
- HR SOP implementation
- Employee attrition
- HR task closure within deadlines Candidate Requirements
- Experience in HR, recruitment or HR operations preferred.
- Strong recruitment and candidate-screening ability.
- Good verbal and written communication.
- Strong follow-up and coordination skills.
- Comfortable working with spreadsheets, HR trackers and software.
- Process-oriented and highly organized.
- Able to maintain confidentiality.
- Comfortable working in a fast-growing, founder-led organization.
- Willing to take ownership beyond traditional recruitment activities. What Success Looks Like The HR function should ensure that: Right People Are Hired → Properly Onboarded → Clearly Trained → Given Measurable KPIs → Performance Is Reviewed → Solid Performers Are Retained → Underperformance Is Addressed → Exits Are Properly Managed.
- The objective is to build a disciplined, documented and KPI-driven organization that does not depend on the founder for every routine people-management activity.

📌 HR Executive (Nalgonda)
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