Human Resource Manager

Key Responsibilities

1. Talent Acquisition & Workforce Planning

• Oversee end-to-end recruitment for technical and non-technical positions.
• Develop manpower plans based on business requirements.
• Partner with hiring managers to understand workforce requirements.
• Manage recruitment vendors, sourcing channels, interviews, offers, and onboarding.
• Track recruitment metrics such as time-to-hire, cost-per-hire, offer-to-joining ratio, and hiring closure rate.

2. HR Operations & Employee Lifecycle

• Oversee the complete employee lifecycle from joining to exit.
• Ensure proper onboarding, documentation, employee records, transfers, promotions, confirmations, and offboarding.
• Manage and maintain HRMS/HRIS and ensure employee data accuracy.
• Develop and streamline HR processes and SOPs.

3. Employee Engagement & Employee Relations

• Drive employee engagement initiatives, events, and recognition programs.
• Handle employee grievances and disciplinary matters professionally.
• Build positive employee relations and address workplace concerns.
• Conduct employee feedback and engagement surveys and implement improvement initiatives.

4. Performance Management

• Manage the complete performance appraisal and review process.
• Coordinate goal setting, performance reviews, ratings, promotions, and increments.
• Work with managers to identify performance gaps and improvement plans.
• Develop performance management frameworks aligned with business goals.

5. Compensation, Payroll & Benefits

• Oversee monthly payroll processing and ensure timely and accurate salary disbursement.
• Coordinate payroll inputs including attendance, leave, incentives, deductions, and new hires/exits.
• 6. HR Compliance & Policies
• Ensure compliance with applicable labour laws and statutory requirements.
• Develop, review, and implement HR policies and employee handbooks.
• Maintain proper employee documentation and statutory records.
• Coordinate audits, background verification, and compliance activities.

7. Culture & Organizational Development

• Promote a positive and inclusive workplace culture.
• Drive initiatives related to employee retention, career development, succession planning, and organizational effectiveness.
• Support change management and organizational restructuring initiatives when required.

8. Exit & Separation Management

• Manage the complete employee separation process, including resignation, notice period, knowledge transfer, clearance, and exit formalities.
• Conduct exit interviews and analyze attrition trends.
• Coordinate final settlement, relieving/experience documentation, and statutory exit requirements.
• Ensure smooth transition and closure of employee exits.