Human Resources (HR) Executive
Job Overview:
We are looking for a skilled and proactive HR Executive to oversee all aspects of human resources practices and processes. The ideal candidate will support business needs, ensure the proper implementation of company strategies, and promote a positive workplace culture.
Key Responsibilities:
Recruitment & Onboarding:
- Develop and execute recruitment strategies to attract top talent.
- Manage end-to-end hiring processes, including sourcing, screening, interviewing, and onboarding.
- Coordinate and conduct new employee orientation programs.
Employee Relations & Engagement:
- Foster a positive work environment and address employee concerns.
- Plan and execute employee engagement activities.
- Handle grievances and mediate workplace conflicts.
Performance Management & Training:
- Implement and oversee performance appraisal systems.
- Identify training needs and coordinate development programs.
- Support leadership in employee career planning.
HR Policies & Compliance:
- Develop and update HR policies as per labor laws.
- Ensure compliance with employment regulations and company policies.
- Manage employee records and maintain confidentiality.
Payroll & Benefits Administration:
- Process payroll and oversee compensation & benefits programs.
- Ensure timely disbursement of salaries, bonuses, and incentives.
- Handle leave management and attendance tracking.
HR Analytics & Reporting:
- Maintain HR data and generate reports for decision-making.
- Analyze workforce trends and suggest improvements.
Requirements:
- Bachelor's/Master's degree in HR, Business Administration, or related field.
- Experience: 1-3 years.
- Strong knowledge of labor laws and HR best practices.
- Excellent communication, problem-solving, and interpersonal skills.
- Hands-on experience with HR software (e.g., HRMS, ATS).
Preferred Skills:
- Strong analytical and decision-making abilities.
- Ability to multitask and manage multiple HR functions efficiently.
- Certification in HR (e.g., SHRM, PHR) is a plus.
