HR Executive

Job Description:

Job Summary
We are looking for an experienced, hands-on Senior HR Executive who can independently manage monthly HR operations and lead recruitment across different departments. During the first three to four working days of each month, the role will focus on attendance, leave, payroll processing, and related HR administration. During the remainder of the month, the primary focus will be to identify, attract, assess, and hire high-quality talent through Naukri.com, recruitment agencies, referrals, professional networks, and direct sourcing.
The Senior HR Executive must understand each department’s actual requirements and select candidates based on skills, attitude, stability, and long-term suitability. Our objective is to build a dependable and stable team through careful hiring, structured onboarding, and timely employee support.

Key Responsibilities
1. Talent Acquisition and Workforce Planning (Primary Ongoing Responsibility)
• Work closely with department heads and management to understand current and upcoming manpower requirements for different functions.
• Prepare, review, and update job descriptions so that responsibilities, required skills, experience, reporting structure, and performance expectations are clearly defined before recruitment begins.
• Independently operate Naukri.com and other suitable job portals to post vacancies, search profiles, contact candidates, and manage applications.
• Identify and coordinate with reliable recruitment agencies when required, negotiate commercial terms where applicable, and ensure they provide relevant candidates within the required timeline and budget.
• Source candidates through job portals, recruitment agencies, employee referrals, professional networks, social platforms, and direct outreach.
• Screen applications and conduct initial interviews to evaluate experience, technical suitability, communication, attitude, stability, salary expectations, notice period, and long-term fit.
• Coordinate interviews with the relevant department and management, collect structured feedback, conduct reference checks where required, support salary negotiations, and issue offers after approval.
• Maintain an updated recruitment tracker covering open positions, source of candidate, interview status, feedback, offer status, expected joining date, and pending follow-ups.
• Build and maintain a talent pipeline for different departments so that suitable candidates are available when vacancies arise.
• Follow up consistently with selected candidates until their joining date and minimize offer dropouts through clear and timely communication.
• Focus on quality of hire and role fit so that the company can avoid repeated hiring, early resignations, and terminations caused by poor selection or unclear expectations.

2. Monthly Payroll, Attendance and Leave Management
• Complete monthly attendance, leave, overtime, late-mark, incentive, reimbursement, deduction, and other payroll-related inputs and prepare daily reporting.
• Process and verify monthly payroll accurately and on time, including approved salary revisions, deductions, incentives, reimbursements, advances, and other adjustments.
• Maintain updated attendance records, leave balances, employee master data, salary records, and payroll supporting documents.
• Coordinate statutory payroll records and deductions, as applicable, and ensure all supporting documents are properly maintained.
• Prepare and share salary slips and resolve employee queries related to attendance, leave, salary, and deductions in a timely and confidential manner.

3. Joining, Induction and Reporting-System Orientation
• Manage the complete joining process, including document collection and verification, offer and appointment documentation, employee-code creation, personnel-file setup, HRMS entry, and coordination with the relevant department.
• Conduct a structured company induction covering the company’s background, products, departments, values, policies, working culture, expected conduct, and the employee’s role in the organization.
• Explain the employee’s individual workstation, work processes, assigned responsibilities, reporting manager, and the tools or systems they will use.
• Introduce and explain the employee’s individual workspace and dashboard, including how tasks, priorities, timelines, pending work, completed work, and performance information should be maintained.
• Clearly explain the importance, purpose, format, deadline, and reporting line for daily, weekly, monthly, quarterly, and annual reports.
• Ensure every new employee understands that timely and accurate reporting is a core part of their responsibility and supports accountability, planning, performance review, and coordination between departments.
• Coordinate with the reporting manager to ensure the employee receives role-specific training, system access, targets, templates, and required resources from the first day.
• Follow up with the new employee and reporting manager during the probation period to identify concerns early, provide support, review performance, and improve long-term retention.

4. HR Operations and Employee Support
• Maintain accurate employee records, personnel files, HR databases, HRMS information, and confidential documentation.
• Handle employee queries and prepare HR-related letters, confirmations, salary-revision letters, notices, warnings, transfer letters, and other documentation as required.
• Support probation reviews, confirmations, performance-management activities, appraisal coordination, goal setting, and follow-up with managers.
• Coordinate employee separation, resignation acceptance, handover, exit interviews, clearance, full-and-final documentation, and record closure when required.
• Address employee-relations concerns fairly and confidentially, and escalate sensitive matters to management with facts and recommended actions.

5. Training, Engagement, Reports and Compliance
• Coordinate training sessions, skill-development initiatives, employee engagement activities, and internal communication programs.
• Prepare regular HR reports and MIS covering headcount, vacancies, recruitment progress, offer-to-joining ratio, attendance, leave, payroll, attrition, probation status, and other key HR data.
• Ensure compliance with company policies, applicable labour laws, statutory requirements, and internal HR procedures.
• Review HR processes periodically and recommend practical improvements for recruitment quality, onboarding, reporting discipline, employee experience, and retention.