HR Executive

Role Summary

An ambitious, self-driven HR Executive who will own the early talent lifecycle—Talent Acquisition, Recruitment, Onboarding, Employee Documentation, and Employee Engagement/People Connect. As you grow, the role expands into performance management and HRMS administration, offering a comprehensive HR career path.

Key Responsibilities

1. Talent Acquisition & Recruitment

Source candidates via job portals, LinkedIn, referrals, and internal databases for technical, sales, and admin roles.

Screen resumes, conduct telephonic screens, and schedule interviews with hiring managers.

Manage the candidate pipeline and ensure a positive candidate experience.

Coordinate offers, compensation details, and hiring documentation.

2. Employee Onboarding

Drive pre-boarding and ensure all joining documents are complete before Day 1.

Run induction to introduce culture, policies, and teams.

Coordinate with IT/Admin for Day‑1 readiness (workstation, email, tools).

3. Employee Documentation & Compliance

Maintain complete, confidential personnel files (digital/physical).

Collect/verify IDs and education/employment proofs; coordinate background/reference checks.

Prepare/issue HR letters (offer, appointment, confirmation, salary revision, experience, exit).

Ensure accurate HRMS records (personal, role/grade, CTC, leave/attendance).

Liaise on PF/ESIC/PT/Gratuity enrollments and trackers as applicable.

4. Employee Engagement & People Connect

Run an annual engagement calendar (town halls, team‑building, festivals, recognition, CSR, birthdays/anniversaries).

Conduct 30/60/90-day new-joiner check-ins, pulse surveys, and open-door hours; track actions to closure.

Draft HR communications (policy updates, handbooks, newsletters, and FAQs).

Act as the first point of contact for employee queries; manage SLAs and escalations.

Growth Path (Year 1–2): Support performance cycles (goal‑setting, reviews, feedback) and take on broader HRMS administration and HR analytics/reporting.

Desired Candidate Profile

• Education: Bachelor’s degree with HR specialisation (essential); MBA/PGDM in HR is an advantage.
• Experience: 4–5 years in HR, preferably recruitment/talent acquisition.