Human Resources (HR) Manager

Own end-to-end statutory compliance for HR (PF, ESIC, PT, Shops & Establishments, Bonus Act, Gratuity, etc.) across all locations.

Liaise with labour consultants, auditors, and government authorities; ensure all filings, inspections, and responses are completed on time.

Draft, review, implement, and periodically update HR policies, SOPs, and employee handbook in consultation with Management.

Drive HR policy communication, training, and adherence across all departments. Own POSH policy implementation, IC coordination, periodic awareness sessions, and statutory documentation.

Lead HR audits (internal & external), ensure closure of observations, and build robust controls around HR processes and documentation.

Oversee HRMS (e.g., GreytHR) configuration, workflows, and data integrity for attendance, leave, and employee records.

Ensure standardized HR operations across both locations – joining, ID creation, probation confirmations, letters, status changes, etc.

Define and monitor TATs and SLAs for key HR processes (onboarding, letters, F&F, query resolution, etc.).

Build HR dashboards and MIS for management: headcount, attrition, hiring, overtime, cost of labour, leave utilization, compliance status, etc.

Partner with business leaders to understand manpower plans and close positions within agreed timelines.

Guide and support the HR Executive / Recruiters on sourcing, screening, and managing the candidate pipeline.

Approve job descriptions, offers, and compensation fitment for new hires. Ensure structured onboarding and induction experience across roles and locations, with clear checklists and ownership.

Oversee end-to-end employee lifecycle – onboarding, confirmation, transfers, role changes, performance-linked changes, and exits.

Ensure consistent and fair handling of employee grievances, disciplinary issues, and conflict resolution; manage sensitive cases directly.

Drive employee engagement initiatives, recognition programs, communication forums, and culture-building efforts across teams.

Review exit interviews, identify trends, and recommend actions to Management to reduce unwanted attrition.

Lead and manage the HR team (HR Executive(s), recruiters, coordinators) – including work allocation, mentoring, performance management, and capability building. Set clear KRAs/KPIs for the HR team and monitor performance against defined standards and timelines.

Conduct regular 1:1s and reviews with team members to maintain quality and consistency in HR service delivery.

Act as a key HR business partner for Founders/Management and department heads, providing data-backed insights and recommendations.

Collaborate closely with Finance, Admin, and IT for seamless payroll, facilities, and HR operations.

Use HR data and analytics to provide insights on cost, productivity, attrition, engagement, and compliance.

Identify process gaps and drive continuous improvement in HR processes, systems, and policies.

Evaluate and recommend HR tools/automation opportunities that can improve efficiency and employee experience.

Lead the HR function for a growing, multi-location organization with direct visibility to Management.

Opportunity to shape Compensation, Compliance, and People Operations frameworks from the ground up.

A culture that values transparency, compliance, and continuous learning, with room for career growth.