Position: HR Executive – Core HR Operations (3–4 Years’ Experience)
As an HR Executive, you will play a key role in managing and improving core HR operations across the employee lifecycle. You will own critical functions such as HRMS administration, attendance, benefits, compliance, and reporting, while supporting performance management, engagement, and training processes. This role is ideal for someone with strong HR fundamentals who is ready to operate independently and contribute to process excellence.Key Responsibilities
- Employee Lifecycle Management
- Manage end-to-end employee lifecycle processes: onboarding, confirmation, transfers, and exits.
- Conduct structured induction, probation reviews, and offboarding including documentation and feedback capture.
- Maintain lifecycle trackers and ensure alignment with HRMS records and team workflows.
- HRMS & Employee Data Management
- Ensure timely and accurate updates in HRMS across all employee events.
- Maintain employee records, workflows, and approval hierarchies within the system.
- Liaise with vendors or IT for issue resolution and implementation of new features or enhancements.
- Timesheet, Attendance & Leave Management
- Monitor and validate employee attendance, work hours, and timesheet submissions via HRMS or time-tracking tools.
- Reconcile leave balances, regularization requests, and generate monthly reports for payroll processing.
- Maintain audit-ready records of attendance, absenteeism, and leave history.
- Communicate policies and deadlines related to timesheet and leave, and address employee queries.
- Generate reports to identify attendance patterns and anomalies for internal analysis or business discussions.
- Support analysis of attendance vs productivity in coordination with line managers or business heads.
- HR Analytics, Dashboards & Reporting
- Create and manage dashboards covering:
- Headcount movement
- Attrition & tenure analysis
- Attendance, leave, and absenteeism trends
- Timesheet compliance
- Productivity indicators (attendance vs output trends, engagement vs performance, etc.)
- Analyze and report on workforce trends (e.g., frequent absenteeism, low billability, delayed timesheet submissions).
- Use data insights to support actions in workforce planning, team resourcing, or policy interventions.
- Present HR data visually and meaningfully to support management reviews and strategic inputs.
- Performance Management
- Drive appraisal cycle execution including communication, system setup, tracking, and closure.
- Consolidate performance ratings, identify trends, and prepare related reports.
- Support training sessions or guides for managers and employees on goal setting and feedback.
- Employee Engagement & Recognition
- Design and execute engagement initiatives, team events, and wellness activities.
- Administer employee surveys, collate findings, and contribute to post-survey action planning.
- Run recognition programs such as employee awards, service milestones, and peer appreciations.
- Training & Capability Development
- Coordinate internal and external training programs including logistics, feedback, and participation tracking.
- Maintain training records and support documentation for compliance or audit requirements.
- Assist managers and HR leadership in identifying training needs based on business priorities.
- Employee Benefits Administration
- Administer group health insurance: new joins, exits, mid-term additions, claims, and renewals.
- Conduct awareness sessions on insurance benefits and support employees in claim queries.
- Track and support gratuity eligibility and processing in collaboration with Finance or external trustees.
- Policy, Compliance & Statutory Adherence
- Provide clarifications on HR policies and ensure consistent application across the organization.
- Maintain updated documentation and support audits under labor laws, gratuity, and Karnataka Shops & Establishment Act.
- Ensure compliance with statutory norms related to attendance, leave, POSH, gratuity, and workplace regulations.
- Participate in preparing audit reports, documentation for inspections, and internal compliance checks.
- Process Improvement & Documentation
- Review existing processes and recommend enhancements or automation for improved efficiency.
- Maintain SOPs, checklists, and policy documentation for all recurring HR activities.
- Support HR digitization projects and internal audits of processes and systems.
- Cross-Functional Collaboration
- Coordinate with Finance on payroll inputs (attendance, bonuses, benefits, and final settlements).
- Liaise with Admin and IT for onboarding logistics, infrastructure, and travel/workplace coordination.
- Partner with business units to ensure smooth execution of HR processes and timely issue resolution.
Candidate ProfileExperience: 3–4 years of hands-on experience in core HR operations, data management, compliance, and employee engagement.
Education
- Bachelor’s degree in Human Resources, Business Administration, or related field (mandatory)
- Postgraduate program / Master’s in HR (MBA/PGDM) preferred
Key Skills & Competencies
- Strong working knowledge of HRMS platforms
- Experience in attendance and timesheet administration, with good understanding of payroll inputs.
- Familiarity with applicable labor laws, employee benefits administration, and statutory compliance requirements.
- Proficiency in Excel (pivot tables, formulas, charts) and PowerPoint for reporting and presentations.
- Ability to create, interpret, and present HR dashboards and analytics.
- Excellent written and verbal communication skills.
- Ownership mindset, attention to detail, and strong coordination abilities.
