HR Executive

To manage the end-to-end employee lifecycle, ensure 100% operational compliance, and handle HR back-office functions. This role is responsible for maintaining high data integrity, managing payroll, and supporting organizational branding through creative content and effective coordination across all branches.

• Overall Recruitment: Managing the end-to-end recruitment process, including sourcing, screening, interviewing, and final selection.
• Onboarding & Offboarding: Ensuring professional and systematic joining and exit formalities for all employees.
• Payroll Management: Full handling of monthly payroll processing, attendance tracking, and leave management.
• Data & MS Office Management: Preparing and maintaining extensive HR data and reports using advanced MS Office (Excel, Word, PowerPoint).
• HRMS Operations: Complete handling and regular updating of the HRMS software to ensure real-time data accuracy.
• Employee Relations & Grievances: Addressing employee concerns, resolving conflicts, and managing the overall grievance redressal system.
• Performance Management (PMS): Implementing the appraisal system, setting KRAs/KPIs, and coordinating the annual/semi-annual review process.
• Compliance & Policy: Handling all labor law-related compliance issues and drafting/updating HR policies and the employee handbook.
• Branch Coordination: Acting as a central liaison for all branches to ensure smooth HR operations and policy implementation.
• Training & Development: Identifying training needs and coordinating staff development programs.
• Creative Support: Designing graphics and editing videos for internal branding and employee engagement activities.

• Payroll Accuracy: 100% error-free and timely salary disbursement every month.
• Process Efficiency: 100% completion of onboarding/offboarding documentation within defined timelines.
• Data Integrity: Zero discrepancies in HRMS records and employee physical files.
• SLA for Grievances: Resolution of employee queries or conflicts within 48-72 hours.
• Creative Timelines: Timely delivery of engagement content (videos/designs) as per the activity calendar.

• Statutory Compliances: Up-to-date knowledge of Labor Laws, PF, ESI, Gratuity, Bonus Acts, and Taxation (TDS/PT).
• PMS Frameworks: Understanding of Performance Management systems (KRA/KPI setting) and SMART goal models.
• Recruitment Strategy: Mastery of advanced Boolean searches, headhunting techniques on Linked In, and job portal algorithms.
• HRIS Technology: Comprehensive knowledge of Human Resource Information System (HRIS) architecture and data flow.

• Data Analytics: Advanced proficiency in MS Excel (Pivot Tables, Dashboards, VLookup) for HR reporting.
• Creative Design: Skilled in professional graphic design and video editing (Canva/Adobe) for employee engagement content.
• Policy Formulation: Ability to draft clear, legally compliant, and employee-friendly HR policies.

• Empathy & Neutrality: Handling employee conflicts without bias and acting as a fair mediator.
• Integrity & Confidentiality: Maintaining strict privacy regarding sensitive employee data and management decisions.
• Proactive Coordination: Maintaining constant communication with multiple branches to identify and resolve issues before they elevate.

• Mode: Office-based.
• Coordination: Regular interaction with all branches (on-site or remote).
• Flexibility: Availability during month-end payroll or peak recruitment cycles.