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JOB DESCRIPTION
– HR EXECUTIVE Company: Synergie Controls & Systems Pvt. Ltd. Designation: HR Executive Department: Human Resources & Administration

Location:
Taloja MIDC, Navi Mumbai, Maharashtra

Experience:
2–5 Years Employment Type: Full-Time Reporting To: Management / HR Head ## 1.

About the Company
Synergie Controls & Systems Pvt. Ltd. is an industrial automation and electrical control panel engineering company specializing in PLC and DCS automation systems, VFD panels, MCC/PCC panels, and customized industrial automation solutions. ## 2. Job Purpose To independently manage day-to-day HR and administrative activities, including recruitment, attendance, payroll coordination, employee discipline, statutory compliance, onboarding, performance monitoring, and employee engagement. The HR Executive will ensure that company HR policies are implemented consistently across office and shop-floor employees and that all HR activities are completed within defined timelines. ## 3.

Key Responsibilities
### A. Recruitment & Selection
* Manage end-to-end recruitment for engineering, sales, purchase, accounts, stores, production, workshop, and support positions.
* Prepare

job description
s and post vacancies on suitable recruitment platforms.
* Screen resumes, conduct initial HR interviews, and coordinate technical interviews.
* Maintain a recruitment tracker with vacancy status, candidate details, interview feedback, and joining dates.
* Follow up with selected candidates until they join.
* Maintain a database of suitable candidates for future requirements.
* Track recruitment turnaround time and reasons for candidate rejection or offer dropouts. ### B. Joining & Employee Onboarding
* Complete joining formalities and collect employee documents.
* Issue and maintain appointment letters, offer letters, employee forms, and other HR documents.
* Conduct employee induction and explain company policies,

working hours
, leave rules, attendance, discipline, and workplace expectations.
* Coordinate departmental induction and initial training.
* Maintain employee personal files and the employee master database. ### C. Attendance, Leave & Overtime
* Monitor daily attendance, late coming, early leaving, absenteeism, and unauthorized absence.
* Maintain attendance records using the company's attendance system.
* Ensure leave applications are submitted and approved as per company policy.
* Coordinate overtime approval and maintain overtime records for eligible employees.
* Verify monthly attendance, leave, and overtime data before payroll processing.
* Prepare monthly attendance and absenteeism reports.
* Follow up with department heads regarding repeated attendance and discipline issues. ### D. Payroll & Salary Administration
* Coordinate monthly payroll processing with the Accounts Department or payroll consultant.
* Verify attendance, leave, overtime, incentives, reimbursements, and approved deductions.
* Ensure payroll inputs are submitted accurately and within the monthly deadline.
* Coordinate full and final settlement for employees leaving the organization.
* Maintain salary revision, increment, advance, and deduction records.
* Maintain strict confidentiality of salary and employee information. ### E. Employee Discipline & Grievance Handling
* Implement company rules, HR policies,



and workplace discipline requirements.
* Monitor punctuality, attendance, qualified conduct, and compliance with company procedures.
* Handle routine employee grievances and escalate serious matters to management.
* Maintain records of warnings, counselling, explanations, and disciplinary actions.
* Coordinate with department heads to address repeated performance or conduct issues.
* Handle employee concerns professionally, fairly, and consistently. ### F. Probation & Performance Management
* Maintain a probation tracker for all new employees.
* Send timely reminders to reporting managers for probation feedback.
* Ensure confirmation, extension, or separation decisions are documented and approved.
* Coordinate periodic employee performance reviews and appraisal activities.
* Track performance improvement plans and agreed review dates.
* Maintain increment, promotion, transfer, and designation-change records. ### G. Statutory Compliance & HR Documentation
* Coordinate applicable labour-law and statutory compliance requirements.
* Maintain records relating to PF, ESIC, Qualified Tax, and other applicable statutory obligations with the relevant payroll team or consultant.
* Maintain required registers, employee records, and documentation for inspections and audits.
* Support compliance with applicable factory, employment, and workplace-safety requirements.
* Coordinate employee documentation and HR records required for ISO audits.
* Ensure employee records are updated, accurate, and securely maintained. ### H. Employee Training & Development
* Identify training requirements in consultation with department heads.
* Prepare and maintain a monthly training calendar.
* Coordinate induction, safety, behavioural, technical, and process training.
* Maintain training attendance, feedback, and completion records.
* Follow up on mandatory training and employee skill-development activities. ### I. Employee Engagement & Retention
* Conduct employee feedback discussions and identify reasons for dissatisfaction or resignation.
* Coordinate employee engagement, welfare, and recognition activities.
* Conduct exit interviews and maintain employee exit records.
* Track employee turnover, early resignations, and retention trends.
* Recommend practical measures to improve employee satisfaction and retention. ### J. HR Administration & MIS
* Maintain employee master data, personnel files, and HR trackers.
* Prepare daily, weekly, and monthly HR reports.
* Coordinate office administration and employee welfare activities.
* Maintain records of company assets issued to employees and coordinate recovery during separation.
* Ensure HR-related forms, registers, and documents are updated on time.
* Prepare a monthly HR MIS report for management review. ## 4. Key Performance Indicators (KPIs) | KPI | Measurement | | --------------------
- | -------------------------------------------------------------




- | | Recruitment | Vacancies closed within the agreed hiring timeline | | Candidate joining | Joining ratio against accepted offers | | Attendance | Daily attendance updated and monthly records finalized on time | | Payroll coordination | Accurate payroll inputs submitted by the agreed deadline | | Probation management | 100% of probation cases reviewed before the due date | | HR documentation | Complete and updated employee records | | Statutory compliance | Applicable filings and records completed within deadlines | | Training | Completion against the approved training calendar | | Employee retention | Monthly tracking of attrition and early exits | | Grievance handling | Timely documentation and closure of assigned cases | | HR reporting | Weekly and monthly reports submitted on time | | Policy implementation | Compliance issues documented and followed up consistently | *Final numerical targets should be agreed with management based on the company's current manpower and recruitment requirements.
* ## 5. Educational Qualification & Experience
* MBA/PGDM in Human Resources, MSW (HR), BBA (HR), or an equivalent qualification.
* 2–5 years of relevant HR experience.
* Experience in manufacturing, engineering, electrical panel manufacturing, industrial automation, or a similar industry is preferred.
* Practical experience in recruitment, attendance, payroll coordination, HR documentation, and employee handling. ## 6. Required Skills
* Good communication and interpersonal skills.
* Working knowledge of MS Excel and Google Sheets.
* Experience with attendance systems or HRMS software.
* Knowledge of recruitment portals and candidate screening.
* Basic understanding of applicable labour laws and statutory compliance.
* Strong follow-up, coordination, and documentation skills.
* Ability to maintain confidentiality and handle sensitive employee matters.
* Ability to communicate professionally with both management and shop-floor employees.
* Ability to work independently and complete assigned tasks within deadlines. ## 7. Personal Attributes
* Disciplined, responsible, and organized.
* Proactive and solution-oriented.
* Firm but fair when implementing company policies.
* Strong ownership and follow-up mindset.
* Approachable and professional in handling employees.
* Honest, dependable, and detail-oriented. ## 8. Expected Outcomes Within the first 90 days, the HR Executive should establish or improve: 1. A complete and updated employee master database. 2. A structured recruitment tracker with regular follow-up. 3. An accurate attendance, leave, and overtime monitoring process. 4. A probation and confirmation tracking system. 5. A documented monthly payroll input process. 6. An updated HR compliance and documentation tracker. 7. A monthly HR MIS report for management. 8. A structured process for employee grievances, exit interviews, and retention monitoring. ## 9. Working Conditions
* Full-time position at the Taloja MIDC office/factory.
* Regular coordination with management, department heads, and shop-floor employees.
* Working days and hours as per the company's applicable HR policy. Important: The HR Executive is expected to take ownership of assigned HR activities, maintain accurate records, follow up without repeated reminders, and report pending matters and compliance risks to management on time.

📌 Human Resources Executive (Navi Mumbai)
🏢 Synergie Controls & Systems
📍 Navi Mumbai