01Overview
1. HR Strategy & Leadership
Develop and implement HR strategies aligned with business objectives.Advise the MD/CEO/Business Heads on people-related matters.Prepare annual HR budgets, manpower plans and HR action plans.Establish HR policies, procedures and organizational systems.Drive HR transformation and continuous improvement initiatives.Lead and mentor the HR team.2. Manpower Planning & Recruitment
Prepare annual and monthly manpower plans based on business requirements.Manage the complete recruitment cycle from requisition to onboarding.Develop sourcing strategies for critical and difficult-to-fill positions.Monitor recruitment TAT, cost per hire and hiring fulfillment.Ensure effective onboarding and induction of new employees.Develop talent pipelines for key positions.3. Performance Management
Design and implement KRA/KPI-based performance management systems.Coordinate annual performance appraisal and increment processes.Monitor departmental KPI achievement.Identify performance gaps and implement Performance Improvement Plans (PIP).Support managers in setting measurable KRAs and KPIs.4. Employee Relations
Manage employee grievances and workplace conflicts.Handle disciplinary procedures, misconduct cases and domestic enquiries.Promote positive employee relations and workplace culture.Conduct employee engagement initiatives.Monitor employee satisfaction and retention.Conduct exit interviews and analyze attrition trends.5. Compensation & Benefits
Manage salary structures, grades and compensation benchmarking.Coordinate annual increments, promotions and incentives.Review compensation competitiveness and internal equity.Manage employee benefits such as insurance, medical benefits, PF, ESI and other welfare schemes.Monitor payroll inputs and ensure timely and accurate processing.6. Learning & Development
Conduct training needs analysis.Prepare annual training calendars and budgets.Implement technical, behavioural and leadership development programs.Measure training effectiveness.Develop competency frameworks and career development plans.Support succession planning and talent development.7. Statutory Compliance & Labour Laws
Ensure compliance with applicable labour laws and statutory requirements.Monitor PF, ESI, PT, Bonus, Gratuity, Minimum Wages, Standing Orders, Shops & Establishments/Factories requirements, as applicable.Coordinate statutory inspections and audits.Maintain statutory registers and records.Ensure timely statutory returns and payments.Keep management updated on changes in labour legislation.8. HR Operations & HRIS
Manage attendance, leave, employee records and HR documentation.Ensure effective utilization of HRMS/HRIS systems.Monitor attendance regularization and payroll inputs.Maintain employee master data.Develop HR dashboards and MIS reports.Improve HR processes through automation and digitization.9. HR Analytics & MIS
Develop and monitor key HR metrics such as:
Employee Turnover RateAbsenteeism RateHiring Fulfillment RateTime to HireCost per HireOpen Position AgingTraining Completion RateEmployee Satisfaction IndexManpower CostRevenue per EmployeeProductivityRetention Rate10. Employee Engagement & Culture
Plan and execute employee engagement programs.Organize events such as Annual Day, Independence Day, Republic Day, Women's Day, Sports Day and cultural celebrations.Promote employee recognition and reward programs.Strengthen organizational culture and employee communication.Conduct employee feedback/satisfaction surveys.11. Administration
Where HR & Admin are combined:
Manage security, housekeeping, transport and facility management.Monitor office/factory infrastructure and employee facilities.Manage vendor contracts and administrative expenses.Ensure workplace safety and statutory requirements.Monitor company assets and administrative services.Coordinate emergency preparedness and safety initiatives.12. Industrial Relations & Factory HR
For manufacturing organizations:
Manage worker relations and shop-floor HR activities.Coordinate with worker representatives/unions where applicable.Monitor productivity, absenteeism and discipline.Handle grievances and disciplinary cases.Support production manpower planning.Ensure compliance with factory-related labour requirements.13. Audit & Compliance
Coordinate internal, customer and social compliance audits.Ensure closure of HR-related audit observations.Maintain HR policies, SOPs and supporting documentation.Support audits such as SMETA, Sedex, RBA, SA8000, ISO and customer audits, where applicable.14. Management Reporting
Prepare and present monthly/quarterly HR reports to senior management covering:
Manpower Recruitment Attrition Attendance Payroll Training Performance Employee Relations Compliance HR Cost Engagement
15. Strategic HR Business Partnering
Work closely with functional heads to understand business requirements.Translate business requirements into HR solutions.Support organizational .
