| Description |
One of our clients, working in the engineering and inspection space for major infrastructure projects, helping organisations assess the quality, reliability and safety of critical infrastructure is looking to hire for a high-potential HR Manager.
KEY RESPONSIBILITIES
1. End-to-End People Operations
-Own the daily HR function ,including employee records, attendance, leave, confirmations, letters, policy administration, exits, employee communication and HR documentation.
-Maintain complete and accurate employee files, HRIS records, statutory/supporting documents,
trackers, acknowledgements and employee-status records.
- Establish practical HR routines, calendars, checklists and dashboards so that recurring work is
completed without management chasing.
- Respond to employee questions professionally while maintaining appropriate confidentiality,
consistency and documentation discipline.
2. Talent Acquisition and Workforce Planning
-Own end-to-end recruitment and client-support roles: requirement clarification, JD
refinement, sourcing, screening, interview coordination, candidate assessment, compensation
discussion, offers, pre-joining follow-up and joining closure.
-Personally source candidates using appropriate channels such as LinkedIn, Naukri, job portals,
referrals, databases and recruitment partners rather than functioning only as an interview
coordinator.
-Build and maintain live pipelines for recurring or anticipated roles so hiring does not begin only after a
vacancy becomes urgent.
-Track hiring funnel metrics, aging, offer-to-join conversion, joining risk and early attrition; surface
concerns before they become delivery problems.
-Support growth from the current team size toward approximately 50-60+ employees as business
requirements develop.
3. Client People / Staffing Liaison
-Serve as the primary HR-side liaison for designated client staffing and employee matters.
-Translate client manpower requirements into actionable recruiting plans and provide concise, reliable
status updates.
-Coordinate people-related matters such as onboarding readiness, attendance or conduct concerns,
replacements, performance follow-up, employee documentation and offboarding where applicable.
-Communicate confidently in English with U.S.-based hiring managers and client stakeholders, including
through email, video calls and structured staffing updates.
-Escalate commercial, contractual or sensitive management decisions appropriately rather than
attempting to resolve matters outside HR authority.
4. Onboarding and Employee Lifecycle
-Own joining documentation, induction, policy orientation, reporting-manager coordination, access
requests and initial HR briefing.
-Track probation, confirmation, changes in employment status, performance inputs and required
documentation.
-Prepare or coordinate offer letters, appointment letters, confirmation letters, warnings, experience
letters, relieving letters and related HR correspondence.
-Manage resignations, handovers, exit documentation, exit interviews and full-and-final inputs in
coordination with finance/accounting.
5. Attendance, Leave, Timesheets and Work Discipline
-Monitor attendance, punctuality, leave, timesheets and work-hour compliance for office-based and
remote employees.
- Ensure exceptions are investigated and closed with employees and managers rather than allowed to
remain open indefinitely.
-Maintain disciplined leave approval and attendance records and provide accurate status reporting to
management.
-Support fair, documented and consistent application of company policies and escalation procedures.
6. Performance and Accountability Systems
-Coordinate scorecards, KPI inputs, probation reviews, performance reviews, performance
improvement plans and related follow-ups.
-Work with line managers to ensure performance concerns are specific, documented, timely and
followed through to closure.
-Track responsiveness, ownership, attendance, work discipline and other recurring people-performance
indicators.
-Prepare concise management dashboards and exception reports instead of relying only on narrative
updates.
7. Employee Relations, Policies and Compliance Support
-Serve as the first HR point of contact for employee concerns and handle issues with maturity, fairness,
discretion and proper escalation.
-Implement and maintain HR policies, employee handbooks, attendance/leave rules, confidentiality
requirements, disciplinary processes and acknowledgements.
-Maintain working familiarity with applicable Indian employment requirements and coordinate with
management, the accountant and external professionals when specialist legal or statutory input is
needed.
-Support POSH administration, statutory records and other compliance processes applicable to the
organization.
8. Payroll Inputs and Accountant Coordination
-Own the accuracy and timeliness of HR-originated payroll inputs, including attendance, leave, joining,
separation, compensation changes, incentives/deductions and employee-status information.
-Coordinate closely with the company accountant, who generally handles payroll calculation,
processing, accounting and financial/statutory administration.
-Review employee-related payroll discrepancies and coordinate timely resolution with the accountant.
-Maintain supporting HR documentation for payroll-related changes and approvals.
9. Management Reporting and Independent Execution
-Provide a concise weekly HR dashboard covering hiring, joining, attendance exceptions, employee
issues, pending actions, upcoming decisions and material risks.
-Maintain a rolling 30/60/90-day people and recruitment outlook.
-Close routine work independently and escalate only issues that genuinely require management
judgment or approval.
-Operate with high integrity and preserve confidentiality across employee, compensation, client and
management information.
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