HR Executive

HR Executive: Structured Roles & Responsibilities

I. Talent Acquisition & Lifecycle Management (The Entry Stage)

• Sourcing & Screening: Draft job descriptions and manage postings on various portals (LinkedIn, Indeed, etc.). Screen resumes to ensure a high-quality candidate pipeline.

• Interview Coordination: Act as the bridge between candidates and hiring managers, managing schedules and feedback loops.

• Seamless Onboarding: Execute the "Day 1" experience—from gathering KYC documents to setting up workstations and conducting company inductions.

II. HR Operations & Compliance (The Daily Engine)

• Database Management: Own the HRIS (Human Resource Information System). Ensure all employee data—from contact info to contract renewals—is 100% accurate.

• Attendance & Leave Tracking: Monitor daily logs and manage leave approvals to ensure smooth departmental operations.

• Payroll Support: Prepare the monthly "Monthly Input Sheet" (MIS), including new joiners, exits, unpaid leaves, and expense reimbursements for the finance team.

• Policy Adherence: Ensure the office operates within the framework of local labor laws and internal company code of conduct.

III. Employee Experience & Development (The Growth Stage)

• First Point of Contact: Serve as the "Help Desk" for employees regarding benefits, grievances, or policy clarifications.

• Engagement Initiatives: Design and execute a monthly engagement calendar (e.g., "Employee of the Month," birthday celebrations, or skill-sharing workshops).

• Performance Support: Assist managers in tracking Key Performance Indicators (KPIs) and coordinating the logistics for mid-year and annual appraisals.

IV. Exit Management (The Closing Stage)

• Offboarding: Manage the resignation process, including exit interviews to gather honest feedback for company improvement.

• Full & Final (F&F): Coordinate with Finance to ensure all dues are cleared and "Experience Letters" are issued promptly.