HR & Administration Manager

Role & responsibilities

1. Recruitment & Talent Acquisition

• Manage end-to-end recruitment across Operations, Civil & Hardscaping, Horticulture, Sales & Business Development, Marketing, Finance & Accounts, QS & Billing, Procurement and Administration.

• Prepare job descriptions, screening criteria and interview evaluation formats.

• Source candidates through Naukri, LinkedIn, referrals and recruitment agencies.

• Coordinate interviews, salary negotiations, offer releases, onboarding and joining follow-ups.

• Maintain a recruitment tracker and report vacancy status, hiring timelines and recruitment costs.

2. HR Policies, SOPs & Documentation

• Develop and implement the employee handbook, HR policies and departmental HR SOPs.

• Establish policies for attendance, leave, working hours, holidays, travel, reimbursements, discipline and employee conduct.

• Standardise appointment letters, employment records, onboarding checklists, confirmation letters and exit documents.

• Maintain organised, confidential and up-to-date employee records.

3. End-to-End HR Operations

• Manage the employee lifecycle from recruitment and onboarding to confirmation, performance reviews and separation.

• Monitor attendance, leave, absenteeism, employee deployment and manpower requirements.

• Coordinate payroll inputs, salary revisions, incentives, deductions and full-and-final settlements with Finance & Accounts.

• Handle employee grievances, disciplinary matters and employee engagement.

4. Statutory Compliance & Labour Law

• Coordinate applicable EPF, ESI, professional tax, gratuity, bonus, minimum-wage and other statutory compliance requirements.

• Maintain a compliance calendar, registers, employee documentation and relevant records.

• Coordinate with external consultants and authorities where required.

• Monitor compliance requirements applicable to office staff, project sites and contract workers.

5. Performance Management, KRAs & KPIs

• Develop department-wise KRAs and measurable KPIs in coordination with department heads.

• Implement probation reviews, monthly performance monitoring, quarterly appraisals and annual performance reviews.

• Track employee productivity, attendance, discipline and target achievement.

• Coordinate performance improvement plans, training requirements, promotions and increments based on approved policies.

6. Manpower Planning & Organisation Structure

• Develop and maintain the organisation chart, reporting hierarchy and department-wise manpower plan.

• Identify hiring gaps and coordinate staffing requirements with management.

• Establish clear roles, responsibilities, reporting lines and approval authorities.

• Monitor manpower costs and recruitment requirements against approved budgets.

7. HR Systems, MIS & Automation

• Establish centralised employee databases, recruitment trackers and HR dashboards.

• Prepare monthly reports covering headcount, vacancies, recruitment, attrition, attendance, compliance and performance.

• Standardise HR formats, checklists, workflows and documentation.

• Use Excel, HRMS and digital tools to improve efficiency and reduce manual work.

• Coordinate with the existing Microsoft 365 environment and other approved business systems.

8. Training, Development & Employee Engagement

• Identify employee skill gaps and prepare a training calendar.

• Conduct employee induction and coordinate technical, behavioural and supervisory training.

• Implement employee feedback, engagement, recognition and retention initiatives.

• Support managers in building a professional, disciplined and accountable work culture.

9. Administration & Management Coordination

• Manage office administration, employee facilities and administrative documentation.

• Coordinate with Operations, Finance, Procurement and other departments on manpower and employee-related matters.

• Attend daily morning stand-up meetings, update assigned tasks and follow up on pending actions.

• Participate in weekly operational review meetings and submit regular HR progress reports.

• Maintain an action tracker with responsibilities, deadlines and completion status.

Preferred candidate profile

Required Qualifications & Experience

• Bachelor's degree in HR, Business Administration or a related discipline; MBA/PGDM in HR is preferred.

• Minimum 5 years of hands-on HR experience.

• Strong practical knowledge of recruitment, HR operations, policies, documentation, payroll coordination and labour compliance.

• Experience implementing KRAs, KPIs, performance reviews and HR reporting systems.

• Experience in construction, infrastructure, real estate, landscaping, horticulture or other project-based businesses is preferred.

• Good knowledge of MS Excel, HRMS and digital documentation tools.

• Strong communication, coordination, problem-solving and execution skills.

First 90-Day Expectations

• First 30 days:Audit existing HR practices, review employee records, map vacancies and identify policy and compliance gaps.

• By 60 days: Implement priority HR policies, recruitment trackers, employee documentation and attendance systems.

• By 90 days: Establish department-wise KRAs and KPIs, HR dashboards, performance review processes and a six-month HR improvement plan.

Key Performance Indicators

• Recruitment turnaround time and quality of hires.

• Timely closure of approved vacancies.

• Accuracy of employee records and payroll inputs.

• Timely completion of applicable statutory compliance.

• Implementation of HR policies and SOPs.

• Completion of performance reviews and KPI reporting.

• Employee retention, grievance resolution and training effectiveness.

• Timely submission of HR MIS and closure of management action items.

Ideal Candidate

We are looking for a self-driven HR professional who can take ownership of the complete HR function, work independently, build systems from scratch and ensure consistent execution across departments.

Candidates should be comfortable working in a growing company where processes are being strengthened and improved continuously.

How to Apply

Interested candidates should share their updated resume along with:

• Total HR experience.

• Current and expected salary.

• Notice period and availability to join.

• Experience in end-to-end HR operations and statutory compliance.

• Experience developing HR policies, SOPs, KRAs and KPIs.

Perks and benefits