Head Human Resource

1. Job Summary

Addsoft Technologies Limited is seeking a dynamic, result-oriented, and highly accountable HR Manager / Head of Human Resources to lead and manage the company's complete human resources function.

The selected candidate will be responsible for building a high-performance, disciplined, productive, and professionally managed workforce aligned with the company's business objectives and expansion plans.

Reporting directly to the Managing Director, the HR Manager will take complete ownership of talent acquisition, employee lifecycle management, performance evaluation, workforce productivity, HR policies, statutory compliance, payroll coordination, employee engagement, and organisational development.

The role requires a strong focus on measurable employee performance, managerial accountability, manpower optimisation, employee retention, and structured management of sustained underperformance.

2. Key Responsibilities

A. Talent Acquisition & Workforce Planning

• Manage end-to-end recruitment across technical, software development, hardware manufacturing, sales, project management, administration, and support functions.
• Develop department-wise manpower plans aligned with business requirements.
• Establish structured recruitment, screening, interview, selection, and onboarding processes.
• Monitor recruitment turnaround time, hiring costs, and quality of hires.
• Develop talent pipelines for critical technical and leadership positions.
• Ensure timely replacement hiring and effective manpower utilisation.

B. Performance Management & Employee Accountability

• Design and implement a company-wide performance management system with clearly defined KPIs and KRAs.
• Conduct monthly performance monitoring, quarterly reviews, and annual appraisals.
• Establish employee-wise performance scorecards and department-wise productivity reports.
• Identify high performers, satisfactory performers, and employees requiring performance improvement.
• Coordinate structured Performance Improvement Plans (PIPs) with measurable expectations and reasonable timelines.
• Ensure documented, fair, and consistent performance evaluations across departments.
• Link performance outcomes to increments, promotions, recognition, development plans, and appropriate corrective measures.
• Hold department heads accountable for conducting timely and accurate employee evaluations.

C. Workforce Productivity & Manpower Optimisation

• Conduct periodic workforce productivity and manpower utilisation assessments.
• Identify skill gaps, redundant activities, resource inefficiencies, and opportunities for redeployment.
• Develop department-wise productivity benchmarks and workforce optimisation recommendations.
• Monitor employee contribution against assigned responsibilities and organisational objectives.
• Recommend training, redeployment, role restructuring, or separation where justified by documented performance and business requirements.
• Ensure all workforce restructuring and separation decisions comply with applicable laws, contractual obligations, and fair procedures.

D. HR Policies, Discipline & Governance

• Develop, implement, and regularly update HR policies, employee handbooks, and standard operating procedures.
• Establish clear guidelines for attendance, leave, punctuality, workplace conduct, reporting, and professional accountability.
• Implement structured disciplinary and grievance-resolution procedures.
• Maintain consistent policy enforcement across all employee levels.
• Manage employee misconduct investigations with appropriate confidentiality and procedural fairness.
• Ensure POSH compliance, including committee requirements, training, and complaint handling.

E. Payroll, Attendance & Statutory Compliance

• Manage monthly payroll inputs, salary revisions, attendance, leave, overtime, and full-and-final settlement coordination.
• Ensure compliance with applicable PF, ESI, professional tax, gratuity, bonus, and other employment-related statutory requirements.
• Maintain accurate employee records, contracts, documentation, and HRMS data.
• Coordinate statutory filings, audits, and compliance reviews.
• Monitor applicable labour-law changes and recommend policy updates.

F. Employee Development, Engagement & Retention

• Design structured induction and onboarding programmes.
• Identify training needs and coordinate technical, behavioural, managerial, and leadership development.
• Establish employee recognition and reward programmes.
• Conduct employee feedback, engagement, and retention initiatives.
• Manage employee grievances and workplace conflict resolution.
• Develop succession planning for critical roles.
• Promote a professional, ethical, collaborative, and performance-driven workplace culture.

G. HR Analytics & Management Reporting

• Prepare monthly HR dashboards for the Managing Director.
• Track headcount, recruitment, attrition, absenteeism, employee performance, and manpower costs.
• Maintain department-wise employee productivity and performance data.
• Submit recommendations on manpower requirements, cost optimisation, organisational structure, and employee development.
• Provide data-driven insights to support management decisions.