### 1. Job Purpose

To manage the end-to-end employee lifecycle, ensure 100% operational compliance, and handle HR back-office functions. This role is responsible for maintaining high data integrity, managing payroll, and supporting organizational branding through creative content and effective coordination across all branches.

### 2. Key Responsibilities

**Overall Recruitment:** Managing the end-to-end recruitment process, including sourcing, screening, interviewing, and final selection.
**Onboarding & Offboarding:** Ensuring professional and systematic joining and exit formalities for all employees.
**Payroll Management:** Full handling of monthly payroll processing, attendance tracking, and leave management.
**Data & MS Office Management:** Preparing and maintaining extensive HR data and reports using advanced MS Office (Excel, Word, PowerPoint).
**HRMS Operations:** Complete handling and regular updating of the HRMS software to ensure real-time data accuracy.
**Employee Relations & Grievances:** Addressing employee concerns, resolving conflicts, and managing the overall grievance redressal system.
**Performance Management (PMS):** Implementing the appraisal system, setting KRAs/KPIs, and coordinating the annual/semi-annual review process.
**Compliance & Policy:** Handling all labor law-related compliance issues and drafting/updating HR policies and the employee handbook.
**Branch Coordination:** Acting as a central liaison for all branches to ensure smooth HR operations and policy implementation.
**Training & Development:** Identifying training needs and coordinating staff development programs.
**Creative Support:** Designing graphics and editing videos for internal branding and employee engagement activities.

### 3. Key Performance Indicators (KPIs)

**Payroll Accuracy:** 100% error-free and timely salary disbursement every month.
**Process Efficiency:** 100% completion of onboarding/offboarding documentation within defined timelines.
**Data Integrity:** Zero discrepancies in HRMS records and employee physical files.
**SLA for Grievances:** Resolution of employee queries or conflicts within 48-72 hours.
**Creative Timelines:** Timely delivery of engagement content (videos/designs) as per the activity calendar.

**4. Competencies Framework**

### A. Knowledge (Technical Understanding)

**Statutory Compliances:** Up-to-date knowledge of Labor Laws, PF, ESI, Gratuity, Bonus Acts, and Taxation (TDS/PT).
**PMS Frameworks:** Understanding of Performance Management systems (KRA/KPI setting) and SMART goal models.
**Recruitment Strategy:** Mastery of advanced Boolean searches, headhunting techniques on LinkedIn, and job portal algorithms.
**HRIS Technology:** Comprehensive knowledge of Human Resource Information System (HRIS) architecture and data flow.

### B. Skills (Execution Capability)

**Data Analytics:** Advanced proficiency in MS Excel (Pivot Tables, Dashboards, VLookup) for HR reporting.
**Creative Design:** Skilled in professional graphic design and video editing (Canva/Adobe) for employee engagement content.
**Policy Formulation:** Ability to draft clear, legally compliant, and employee-friendly HR policies.

### C. Behavior (Professional Attributes)

**Empathy & Neutrality:** Handling employee conflicts without bias and acting as a fair mediator.
**Integrity & Confidentiality:** Maintaining strict privacy regarding sensitive employee data and management decisions.
**Proactive Coordination:** Maintaining constant communication with multiple branches to identify and resolve issues before they escalate.

### 5. Working Conditions

**Mode:** Office-based.
**Coordination:** Regular interaction with all branches (on-site or remote).
**Flexibility:** Availability during month-end payroll or peak recruitment cycles.

HR Executive