HR Executive

A. Recruitment & Talent Acquisition

· Understand manpower requirements from management and department heads.

· Create job descriptions, posting strategies, and hiring plans.

· Manage full-cycle recruitment: sourcing → screening → interviews → salary negotiation → offer letters.

· Build a talent pipeline for future requirements.

· Develop vendor network, consultants, and campus hiring channels.

· Reduce hiring turnaround time through structured processes.

B. HR Operations Setup

· Create the HR department structure, SOPs, formats, and policies.

· Implement employee database systems (manual or digital HRMS).

· Develop joining, onboarding, and induction processes.

· Implement attendance, leave, and shift management systems.

· Set up salary structure, payroll inputs, and coordination with accounts.

· Establish employee file management and documentation systems.

C. Performance Management

· Develop KPIs, KRAs, and performance evaluation frameworks.

· Implement monthly review mechanisms with department heads.

· Support management in identifying training needs and performance gaps.

D. Employee Relations & Engagement

· Build a healthy work culture through communication and engagement activities.

· Address employee grievances and provide conflict resolution.

· Maintain disciplinary procedures and ensure adherence.

E. Statutory Compliance

· Ensure compliance with labour laws and HR statutory requirements.

· Manage PF, ESIC, Gratuity, Bonus, Leave policies, and related returns.

· Coordinate with consultants/auditors for statutory filings and inspections.

F. Training & Development

· Identify skill gaps across departments.

· Design internal and external training programs.

· Develop competency development plans for long-term capability building.

G. HR Policies & Documentation

· Draft HR policies: Recruitment, Leave, Code of Conduct, Probation, Exit, etc.

· Maintain HR SOPs and ensure company-wide implementation.

· Create employee handbook and communication formats.

H. Organization Development (Long-Term)

· Support management in manpower planning and restructuring.

· Improve organizational culture and accountability systems.

· Implement best HR practices for growth and efficiency.

COMMUNICATIONS AND RELATIONSHIPS:

Internal: Regular communication with employees and management to ensure HR policies are understood and followed.

External: Maintain relationships with external recruitment agencies, training providers, and legal authorities.

· Technical HR Skills

o Recruitment & manpower planning

o HR operations & documentation

o Payroll basics and statutory compliance (PF, ESIC, Bonus, Gratuity)

o Performance management system (KRA/KPI)

o Policy formation & implementation

o HRMS / ATS usage knowledge

o Training & development framework

o Employee grievance handling

· Soft Skills

o Strong communication (Hindi, English, Gujarati)

o Stakeholder management

o Problem-solving and decision-making

o Confidentiality & professionalism

o Empathy and people-management skills

o Planning, prioritization, and organizational skills

o Negotiation skills (for recruitment and conflict resolution)