Senior Human Resources Manager

Job description Senior Manager – Human Resources: - Key Result Areas 1. Recruitment (50%) Achieve 95%+ monthly hiring closure rate within 30–40 days TAT. Use diversified sourcing (agencies, portals, referrals, institutes). Maintain a live candidate pipeline for key roles. Track and report weekly recruitment performance. 2. Payroll (15%) Ensure 100% on-time salary processing by the 1st of every month. Maintain 100% accuracy in payroll inputs and statutory deductions. Resolve payroll queries within 48 hours. 3. Compliance (15%) Ensure 100% on-time filing of PF, ESIC, PT, LWF, and labor returns. Conduct quarterly compliance audits across all units. Maintain zero non-compliance notices or penalties. 4. Induction, Engagement & Grievances (10%) Complete induction for 100% new joiners within 7 days. Organize at least one engagement activity monthly. Resolve employee grievances within 5 working days. 5. Performance Management (10%) Ensure 100% completion of bi-annual appraisals. Track timely submission of feedback by managers. Conduct performance calibration sessions with leadership. ✅ Ideal Candidate Profile – Senior Manager HR 1. Skills (What they must be able to do well) Talent Acquisition Strategy: Design and execute scalable recruitment plans across levels and locations. Payroll & Compliance Management: Accurately manage payroll, statutory filings, and audits. Employee Lifecycle Management: Efficient handling of onboarding, induction, exit processes, and grievance resolution. Performance Management Implementation: Drive structured reviews, feedback, and appraisal processes. HR Systems & Data Analytics: Proficient in HRMS, Excel, and reporting dashboards for decision-making. Communication & Negotiation: Clear, empathetic, and assertive communication with all levels of employees. Time & Task Management: Handle high-volume operations across locations with discipline and timeliness. 2. Knowledge (What they must know) Labor laws and statutory compliance (PF, ESIC, PT, Shops & Establishments, Factory Act). Payroll processes, TDS, and incentive structures. Recruitment best practices for retail, F&B, and blue/white-collar roles. HR documentation and policy frameworks. Tools: HRMS software, Excel, Google Workspace, and recruitment platforms (Naukri, LinkedIn, etc.). Show more Show less