About the Role

We are looking for a proactive, people-oriented, and process-driven HR Administrator to help build a positive, skilled, and performance-driven work environment.

The role will be responsible for establishing and implementing HR policies, strengthening company culture, improving employee engagement, and developing processes that help employees perform effectively and contribute to the company's growth.

The ideal candidate should be passionate about people management, organized in their approach, confident in communicating with employees and management, and capable of translating organizational goals into practical HR initiatives.

Key Responsibilities

1. Company Culture & Employee Experience

- Help establish and strengthen the company's values, work culture, and professional standards.
- Develop initiatives that promote teamwork, mutual respect, collaboration, ownership, and accountability.
- Create a welcoming and supportive work environment where employees feel valued and motivated.
- Organize employee engagement activities, team-building initiatives, celebrations, and recognition programs.
- Gather employee feedback, identify workplace concerns, and recommend practical improvements.
- Encourage a culture of continuous learning, constructive feedback, and professional growth.

2. HR Policies, Systems & Processes

- Develop, document, implement, and regularly review HR policies and standard operating procedures.
- Establish clear processes for attendance, leave management, punctuality, work discipline, employee conduct, and grievance handling.
- Maintain employee records, personnel files, HR databases, and statutory documentation.
- Ensure HR policies are communicated clearly and applied consistently across the organization.
- Identify gaps in existing HR processes and implement improvements to increase efficiency and transparency.
- Coordinate with management to ensure HR policies align with applicable employment laws and company objectives.

3. Recruitment & Onboarding

- Coordinate recruitment activities, including job postings, candidate screening, interview scheduling, and follow-ups.
- Work with department heads to understand manpower requirements and hiring priorities.
- Develop a structured onboarding process for new employees.
- Ensure new employees understand the company's culture, policies, expectations, roles, and responsibilities.
- Conduct employee induction and coordinate probation reviews.

4. Performance Management & Employee Accountability

- Establish and coordinate employee goal-setting, Key Result Areas (KRAs), Key Performance Indicators (KPIs), and appraisal processes.
- Ensure employees understand their responsibilities, expected outcomes, and performance standards.
- Coordinate periodic performance reviews with managers and department heads.
- Track appraisal completion, probation assessments, performance improvement plans, and agreed action items.




- Help managers address performance gaps through clear expectations, regular feedback, and appropriate follow-up.
- Promote a balance between employee well-being, professional development, and organizational performance.

5. Employee Relations & Grievance Management

- Serve as a point of contact for employee queries, concerns, and workplace issues.
- Handle employee concerns professionally, confidentially, and impartially.
- Support management in resolving conflicts and maintaining healthy working relationships.
- Promote respectful communication, professional conduct, and fair treatment.
- Identify recurring employee concerns and recommend corrective actions.

6. Attendance, Payroll Coordination & HR Administration

- Monitor attendance, leave records, punctuality, and employee availability.
- Coordinate monthly payroll inputs, including attendance, leave without pay, new joiners, exits, and approved salary changes.
- Coordinate employee documentation, confirmation letters, appointment letters, experience certificates, and exit formalities.
- Maintain records of employee benefits, policy acknowledgements, and other HR-related documents.
- Coordinate resignation processes, exit interviews, handovers, and employee feedback.

7. Office Administration & Workplace Readiness

- Ensure the office environment is organized, professional, and conducive to productive work.
- Coordinate office infrastructure, supplies, facilities, and routine administrative requirements.
- Establish processes for reporting and resolving workplace maintenance issues.
- Support management in maintaining a safe, orderly, and employee-friendly workplace.

8. HR Reporting & Continuous Improvement

- Prepare monthly HR reports covering attendance, attrition, recruitment, employee engagement, appraisals, and other relevant metrics.
- Maintain an HR calendar for recruitment, onboarding, appraisals, employee engagement, and policy reviews.
- Identify opportunities to simplify processes, reduce recurring issues, and improve employee productivity.
- Provide management with actionable insights and recommendations on employee-related matters.

Required Qualifications & Experience

- Bachelor's degree in Human Resource Management, Business Administration, Psychology, or a related field.
- 23 years of relevant experience in HR administration, HR operations, employee engagement, or generalist HR.
- Experience in developing or implementing HR policies, systems, and employee processes.
- Positive working knowledge of recruitment, onboarding,



attendance management, payroll coordination, and performance appraisal processes.
- Familiarity with employment documentation and applicable labour laws.
- Good knowledge of MS Office or Google Workspace, particularly spreadsheets and documentation.

Key Skills & Competencies

- Strong interpersonal and communication skills.
- Excellent organizational and follow-up skills.
- Ability to build trust and maintain confidentiality.
- Practical problem-solving and conflict-resolution abilities.
- Confidence in communicating policies and addressing employee concerns.
- Ability to establish processes and ensure consistent implementation.
- A proactive mindset with the ability to take ownership and work independently.
- A balance of empathy, professionalism, fairness, and accountability.
- Ability to work collaboratively with employees, managers, and senior leadership.

Key Performance Indicators (KPIs)

Performance will be evaluated based on measurable improvements in HR operations, employee experience, and organizational effectiveness.

- HR process implementation: Establish and document essential HR policies and procedures within the initial 90 days.
- Employee documentation: Maintain complete and up-to-date employee records.
- Onboarding effectiveness: Ensure all new employees complete the onboarding and induction process.
- Performance management: Ensure timely completion of probation reviews and scheduled performance appraisals.
- Employee engagement: Conduct regular engagement initiatives and track employee participation and feedback.
- Employee concerns: Track, address, and follow up on employee grievances within agreed timelines.
- Attendance and payroll coordination: Ensure accurate and timely submission of monthly payroll inputs.
- Culture development: Implement initiatives that strengthen teamwork, qualified conduct, ownership, and accountability.
- Continuous improvement: Identify and implement practical improvements to existing HR processes.
- Management reporting: Submit accurate monthly HR reports and highlight key issues requiring management attention.

What Success Looks Like

The successful candidate will help build a workplace where:

- Employees understand the company's values, policies, and expectations.
- Roles, responsibilities, and performance standards are clearly defined.
- HR processes are documented, consistent, and easy to follow.
- Employees feel respected, supported, and engaged.
- Managers have the systems needed to guide and evaluate their teams.
- Workplace issues are addressed promptly and fairly.
- Employees take greater ownership of their work, leading to improved productivity and business results.

How to Apply

Interested candidates may submit their resume along with a brief summary of their relevant HR experience and examples of processes or employee initiatives they have successfully implemented.

📌 Human Resource Generalist (Chennai)
🏢 Petras
📍 Chennai