HR cum Admin Executive

Department: HR & Administration 

Experience: 3–4 Years 

Industry Preference: Interior Design / Interior Execution / Construction / Architecture / Fit-Out 

Location: Bangalore 

Reporting To: Head – Operations / Managing Director

1. Role Objective:

The HR cum Admin Executive will be responsible for managing day-to-day HR operations, 

employee coordination, recruitment support, attendance and leave management, employee 

documentation, office administration, and manpower coordination across the company's 

design, sales, project management, site execution, factory, and support teams . 

The role requires a hands-on person who can independently manage routine HR and 

administration activities while maintaining strong coordination with management and department 

heads.

2. Key Responsibilities:

A. Recruitment & Manpower Planning 

● Coordinate recruitment for designers, project managers, site supervisors, sales 

executives, carpenters, installers, factory staff, and support functions. 

● Understand manpower requirements from respective department heads. 

● Prepare and post job descriptions on appropriate recruitment platforms. 

● Source candidates through job portals, LinkedIn, references, consultants, and industry 

networks. 

● Screen CVs and conduct initial HR-level interviews. 

● Coordinate technical/functional interviews with department heads. 

● Maintain a recruitment tracker with candidate status. 

● Coordinate salary discussions and joining formalities. 

● Maintain an active database of potential candidates for recurring positions. 

● Track joining commitments and follow up with selected candidates. 

B. Employee Joining & Onboarding 

● Prepare offer letters, appointment letters, joining documents, and employee files. 

● Complete employee documentation and verification formalities. 

● Conduct HR induction for new employees. 

● Explain company policies, attendance rules, leave policies, working hours, reporting 

structure, and code of conduct. 

● Coordinate ID cards, email IDs, system access, uniforms, tools, and other joining 

requirements. 

● Ensure new employees are introduced to their respective departments. 

● Maintain complete and updated employee master data. 

C. Attendance & Leave Management 

● Maintain daily employee attendance records. 

● Monitor late coming, absenteeism, early logout, and unauthorized leave. 

● Maintain leave records for all employees. 

● Coordinate monthly attendance closure with department heads. 

● Prepare attendance reports for payroll processing. 

● Track site/factory manpower attendance separately where required. 

● Escalate repeated attendance or discipline issues to management. 

D. Payroll Coordination 

● Prepare and verify monthly payroll inputs. 

● Share attendance, leave, incentives, deductions, advances, overtime, and other relevant 

inputs with the payroll/accounts team. 

● Coordinate salary-related employee queries. 

● Maintain records of salary revisions, increments, and promotions. 

● Ensure payroll inputs are submitted within the defined timeline. 

● Maintain confidentiality of employee salary information. 

E. Employee Engagement & HR Operations 

● Act as the first point of contact for routine employee HR queries. 

● Maintain employee grievance and issue records. 

● Coordinate employee engagement activities. 

● Manage birthday, work anniversary, recognition, and employee welfare initiatives. 

● Conduct employee feedback discussions where required. 

● Monitor employee satisfaction and identify recurring HR concerns. 

● Support management in improving employee retention. 

F. Performance Management 

● Coordinate probation confirmation processes. 

● Maintain employee performance review schedules. 

● Collect performance feedback from reporting managers. 

● Track confirmation, appraisal, increment, promotion, and performance improvement 

processes. 

● Maintain documentation related to employee performance. 

● Follow up with managers on pending performance reviews. 

G. Employee Discipline & Policy Implementation 

● Ensure employees follow company policies and procedures. 

● Monitor attendance, punctuality, dress code, workplace discipline, and professional 

conduct. 

● Issue warnings or notices based on management instructions and documented HR 

processes. 

● Maintain records of disciplinary actions. 

● Support management in implementing HR policies consistently across departments. 

H. Exit & Full & Final Coordination 

● Manage resignation and exit formalities. 

● Conduct exit interviews. 

● Coordinate clearance from respective departments. 

● Track company assets, documents, ID cards, tools, laptops, and other company 

property. 

● Coordinate full & final settlement with Accounts. 

● Prepare experience/relieving letters as applicable. 

● Update employee records and manpower reports after employee exit.

3. Administration Responsibilities:

Office Administration 

● Manage day-to-day office administrative requirements. 

● Coordinate office stationery, printing materials, pantry supplies, housekeeping, and 

general office requirements. 

● Maintain office asset and inventory records. 

● Coordinate repairs, maintenance, internet, electricity, AC, furniture, and other 

facility-related requirements. 

● Coordinate with vendors and service providers. 

● Maintain office-related bills, quotations, and purchase records. 

● Ensure the office is maintained in a professional and organised manner. 

Site & Factory Administration 

● Coordinate with project/site teams regarding manpower requirements and employee 

deployment. 

● Maintain records of site staff, supervisors, installers, factory staff, and other operational 

manpower. 

● Support onboarding and documentation of site/factory employees. 

● Coordinate uniforms, ID cards, tools, and basic employee requirements. 

● Maintain manpower movement/deployment records. 

● Coordinate with Operations regarding absenteeism and manpower shortages. 

4. HR Documentation & Records 

Maintain updated: 

● Employee Master Database 

● Attendance Register 

● Leave Register 

● Recruitment Tracker 

● Candidate Database 

● Joining Tracker 

● Employee Personal Files 

● Salary Revision Records 

● Performance Review Records 

● Warning/Disciplinary Records 

● Exit Tracker 

● Full & Final Tracker 

● Company Asset Register 

● Employee ID/Document Records 

● Training Records 

● Statutory/Compliance Records

5. HR MIS & Reporting 

Prepare regular HR reports for management covering: 

● Total employee strength 

● Department-wise manpower 

● New joiners 

● Resignations 

● Attrition 

● Open positions 

● Recruitment status 

● Attendance 

● Leave utilisation 

● Late coming/absenteeism 

● Payroll inputs 

● Employee tenure 

● Probation/confirmation status 

● Performance review status 

● Site/factory manpower status

6. Interior Industry-Specific 

Responsibilities 

The candidate should understand the nature of an interior business and be comfortable 

coordinating with: 

Sales → Design → Project Management → Procurement → Factory → Site Execution → 

Installation → Handover 

The HR Executive should maintain manpower visibility across these functions and ensure that 

operational teams have the required manpower at the right time. 

Particular focus should be given to: 

● Interior designers 

● Project managers 

● Site supervisors 

● Site coordinators 

● Factory workers 

● Carpenters 

● Installers 

● Helpers 

● Procurement/support teams 

● Sales teams 

Experience dealing with site manpower, factory manpower, contractors, installers, and 

blue-collar workforce will be an advantage. 

7. Key Performance Indicators – KPIs 

Recruitment 

● Time taken to close open positions 

● Joining ratio against selected candidates 

● Recruitment cost 

● Quality of hires 

● Employee retention during initial 3–6 months 

HR Operations 

● Attendance accuracy 

● Payroll input accuracy 

● Timely completion of joining/exit formalities 

● Employee documentation accuracy 

● Probation confirmation compliance 

Administration 

● Timely resolution of administrative requirements 

● Vendor/service coordination 

● Office maintenance 

● Inventory and asset accuracy 

Employee Management 

● Attrition rate 

● Employee grievance resolution time 

● Employee engagement 

● Policy compliance 

● Attendance and discipline 

8. Required Skills 

● Strong communication and interpersonal skills 

● Good understanding of HR processes 

● Recruitment and interviewing skills 

● Good Excel/Google Sheets knowledge 

● Strong documentation skills 

● Ability to maintain HR trackers and MIS 

● Good coordination and follow-up skills 

● Ability to handle confidential employee information 

● Problem-solving ability 

● Strong ownership and accountability 

● Ability to work with both office and site/factory teams 

● Ability to work in a fast-paced interior/construction environment 

9. Preferred Experience 

Mandatory: 

● 3–4 years of HR/Admin experience 

● Strong hands-on HR operations experience 

● Good knowledge of recruitment, attendance, payroll coordination, and employee 

documentation 

Preferred: 

● Experience in interior design, construction, architecture, fit-out, real estate, or related 

industries 

● Experience managing blue-collar/site/factory manpower 

● Experience using HRMS, Google Workspace, Excel, or similar HR tools 

● Experience working in a growing organisation 

10. Ideal Candidate Profile 

The ideal candidate should be: 

● Hands-on rather than purely process-oriented 

● Comfortable dealing with employees at all levels 

● Strong in follow-ups 

● Highly organised 

● Good at maintaining trackers and documentation 

● Firm but approachable 

● Capable of independently managing routine HR operations 

● Comfortable coordinating with management, designers, project managers, site teams, 

factory teams, and vendors 

● Proactive in identifying HR and manpower issues before they become operational 

problems 

Overall Responsibility 

To ensure that the right people are recruited, properly onboarded, regularly tracked, 

effectively supported, and smoothly managed throughout their employee lifecycle while 

keeping the company's HR and administrative operations organised, compliant, and 

efficient.