HR Manager

KEY RESPONSIBILITIES

1. Hiring & Recruitment - Own the recruitment process from manpower requirement to joining. Prepare and publish job descriptions, source candidates, screen applications, conduct initial interviews, coordinate management interviews, verify relevant information, negotiate offers and ensure smooth onboarding.

2. Employee Exit, Termination & Firing Process Manage employee exits professionally and in accordance with company policy and applicable law. Maintain proper documentation, conduct exit discussions where appropriate, coordinate handover and ensure company property, information and access are returned or closed.

3. Discipline & Workplace Standards Promote discipline across the organisation. Monitor punctuality, attendance, professional conduct, reporting discipline, workplace behaviour and adherence to company rules. Address violations promptly, fairly and consistently.

4. Employee Management Understand the people within the organisation and actively manage employee behaviour and performance. Galat ko sahi karna, sahi ko promote karna. Identify problems early, counsel employees, recognise good behaviour and performance, and escalate serious issues appropriately.

5. Diplomacy & Emotional Intelligence Handle sensitive employee situations with maturity and confidentiality. The HR Manager must know when to listen, when to counsel, when to mediate, when to be firm and when to involve senior management. Personal relationships must never compromise professional judgement.

6. Employee Relations Act as a reliable point of contact for employee concerns, grievances, misunderstandings and workplace conflicts. Resolve issues wherever possible and ensure that employees feel heard while maintaining appropriate boundaries and company standards.

7. Management–Employee Alignment When employees become unhappy with a Manager, management decision or company policy, the HR Manager should first understand the actual issue, separate facts from emotion and work towards a constructive resolution. The objective is to reduce unnecessary resentment, improve communication and restore productive working relationships — without covering up genuine misconduct or legitimate concerns.

8. Attendance & Whereabouts Management Maintain accurate attendance and leave records. Where required by company policy and applicable law, communicate with employees regarding attendance, unexplained absence, late arrival, early departure, site visits or work-related whereabouts. The objective is accountability and operational visibility, not intrusive personal surveillance.

9. Salary & Payroll ManagementCoordinate monthly salary processing, attendance inputs, deductions, incentives, advances, reimbursements and other payroll-related information. Maintain accuracy and confidentiality and ensure payroll inputs reach the appropriate authority on time.

10. Expense Management Monitor HR and employee-related expenses, including recruitment expenses, staff welfare, approved reimbursements and other authorised HR costs. Maintain records, check supporting documents and ensure expenditure remains within approved budgets.

11. HR Policies & Company Rules Develop, document, communicate and maintain HR policies and internal company policies covering attendance, leave, working hours, conduct, confidentiality, discipline, recruitment, probation, performance, expense claims, grievance handling, employee exits and other relevant matters.

12. Policy Implementation A policy is useful only when it is consistently implemented. Ensure employees understand company rules and that managers apply them fairly. Track recurring issues and recommend improvements to management.

13. Performance & Promotion Support Work with managers to identify high-performing employees and employees requiring improvement. Maintain appropriate performance records and support structured decisions relating to confirmation, promotion, increments, incentives, training, warnings and performance improvement.

14. Employee Records & Confidentiality Maintain accurate and secure employee records, including joining documentation, identification and statutory records where applicable, contracts, attendance, leave, performance records, warnings, salary information and exit documentation. Employee information must be treated as confidential.

15. Onboarding & Induction Ensure every new employee receives a proper introduction to the company, role, reporting structure, workplace standards, HR policies, attendance systems and expected conduct.

16. Employee Communication Communicate company policies, changes, announcements and important instructions clearly. Prevent avoidable misunderstandings by ensuring employees know what is expected of them.

17. Management Reporting Provide management with concise and accurate HR reporting covering headcount, hiring, attrition, attendance, absenteeism, disciplinary matters, payroll inputs, vacancies, employee concerns and other relevant HR metrics.

18. Proactive HR Leadership Do not wait for management to identify every people-related problem. If absenteeism is increasing, investigate. If employees are becoming disengaged, identify why. If a manager is facing repeated team issues, intervene constructively. If hiring is becoming difficult, improve the recruitment process.

19. Employee Welfare & Morale Help maintain a healthy work environment. Recognise when employees are under stress, facing personal difficulties or dealing with grief. Provide appropriate support and coordinate with management where necessary, while maintaining professional boundaries.

20. Ethical & Loyal Conduct The HR Manager will have access to highly sensitive company and employee information. Absolute integrity, discretion and confidentiality are required. Never misuse employee data, manipulate records, favour individuals improperly or disclose confidential information without authority.

21. Company-First Mindset The HR Manager should work with the mindset that the company's people, money, information and reputation must be protected. Decisions should be based on facts, policy, fairness and the long-term interest of the organisation.

22. Continuous Improvement Regularly review HR processes and recommend improvements in hiring, employee retention, discipline, reporting, payroll, policies, communication and workplace culture.