Senior Human Resources Manager

Department

Human Resources

Experience

6–7 Years

Education

Graduate or Postgraduate in Business Administration (HR) or a relevant field

Work Mode

Work from Office (WFO)

Employment Type

Full-Time

Joining Requirement

Immediate joiners who can join within one week

Job Summary

We are looking for an experienced, proactive, and people-oriented Senior Human Resources Manager with excellent communication, interpersonal, leadership, and employee training skills.

The ideal candidate must have hands-on experience managing the complete end-to-end employee lifecycle, including recruitment, screening, interviewing, onboarding, induction, employee training, performance reviews, employee engagement, grievance handling, disciplinary action, payroll coordination, and separation.

The candidate will be responsible for managing day-to-day HR operations, implementing company policies, developing employees, fostering a positive work culture, and ensuring effective employee relations. The role requires someone who can independently manage HR activities, confidently conduct training and feedback sessions, and build a disciplined, productive, and employee-friendly work environment.

Key Responsibilities

End-to-End Recruitment and Selection

• Prepare and publish job postings across relevant recruitment platforms and professional networks.
• Screen resumes, shortlist candidates, and assess their suitability for respective roles.
• Coordinate and schedule interviews with candidates and hiring managers.
• Conduct initial, HR, and competency-based interviews to evaluate candidates' skills, communication, attitude, and suitability for the role.
• Coordinate candidate selection, salary discussions, offer releases, and follow-ups.
• Maintain recruitment trackers and ensure timely closure of open positions.

Employee Onboarding and Induction

• Manage the complete onboarding process, including documentation, joining formalities, employee records, and coordination with relevant departments.
• Conduct induction sessions to familiarise new employees with the company, its organisational structure, policies, values, ethics, and work culture.
• Explain employees' roles, responsibilities, reporting structures, and workplace expectations.
• Ensure employees complete all joining documentation and policy acknowledgements.
• Follow up with new employees and their reporting managers to ensure a smooth onboarding experience.

Employee Training and Development

• Plan and conduct regular employee training sessions on company policies, code of conduct, workplace ethics, discipline, professional behaviour, and organisational culture.
• Develop and deliver engaging training programmes to improve employee knowledge, performance, productivity, and workplace effectiveness.
• Identify training needs and organise training initiatives based on employee and organisational requirements.
• Conduct refresher training sessions to reinforce company policies, procedures, and expected standards of behaviour.
• Prepare training materials, presentations, attendance records, feedback forms, and training effectiveness reports.
• Ensure employees understand and follow company policies, HR procedures, and organisational guidelines.
• Demonstrate excellent presentation, communication, coaching, and facilitation skills to deliver effective and engaging training sessions.

Employee Engagement and Workplace Culture

• Plan and organise employee engagement activities, including team outings, indoor games, team-building activities, celebrations, and recreational initiatives.
• Promote a positive, collaborative, professional, and inclusive workplace culture.
• Conduct regular one-on-one meetings with employees to understand their concerns, expectations, and workplace challenges.
• Organise employee interaction sessions, feedback meetings, and engagement activities.
• Identify opportunities to improve employee morale, motivation, satisfaction, and retention.
• Encourage teamwork, effective communication, and professional relationships across departments.

Performance Management and Employee Reviews

• Coordinate periodic performance appraisal and review processes.
• Conduct face-to-face performance review meetings and feedback discussions with employees.
• Coordinate with reporting managers to evaluate employee performance, identify skill gaps, and establish improvement goals.
• Maintain performance review records, feedback documentation, and performance improvement plans.
• Conduct probation reviews and follow up on employee performance and development.
• Support goal setting, employee development, and performance improvement initiatives.
• Ensure performance concerns are addressed professionally and corrective actions are tracked.

Employee Relations, Grievance Handling and Disciplinary Action

• Handle employee grievances, workplace conflicts, interpersonal issues, and disciplinary matters professionally and confidentially.
• Conduct discussions with employees and reporting managers to understand concerns and facilitate fair resolutions.
• Manage disciplinary procedures, prepare relevant notices in coordination with management, document incidents, and track corrective actions.
• Ensure consistent implementation of company policies, workplace rules, and professional standards.
• Maintain appropriate records of grievances, investigations, disciplinary proceedings, and resolutions.
• Advise management on employee relations matters and recommend suitable corrective measures.
• Promote a respectful, accountable, and disciplined working environment.

Attendance Management, Payroll Verification and CTC Structuring

• Monitor employee attendance, leave records, late arrivals, absenteeism, and attendance regularisation requests.
• Verify attendance and leave inputs before payroll processing.
• Cross-check salary calculations, payroll inputs, deductions, incentives, and other sal