Business HR Executive

Mployee.me; Delhi; On-site; INR 500,000 - 1,000,000; Full time

Job summary

Mployee.me in Delhi is seeking a proactive Business HR Executive to manage the complete employee lifecycle and act as a primary HR contact for employees and stakeholders. The role emphasizes engagement, retention, attrition management, exits, and F&F settlements, coordinating with TA, Onboarding, Payroll, and HR Operations.

The candidate should have 2-3 years of experience in HR with strong communication and organizational skills to handle multiple priorities in a fast-paced environment.

Qualifications

• 2-3 years of experience in HR, preferably in Business HR or HR Operations.
• Proven ability to manage end-to-end employee lifecycle and HR documentation.
• Strong communication and stakeholder management in a fast-paced environment.

Responsibilities

• Manage onboarding to exit for employees across functions.
• Engage employees, monitor satisfaction, and drive retention.
• Track attrition, conduct exit interviews and provide insights to management.
• Coordinate exits, F&F settlements, and relieving letters with relevant teams.
• Collaborate with TA, Payroll, Onboarding, and HR Operations for seamless processes.
• Coordinate payroll changes, attendance, and deductions with Payroll.
• Maintain HR MIS and dashboards related to headcount and attrition.
• Provide regular HR updates to management on metrics and concerns.

Skills

Employee Lifecycle

Engagement & Retention

Attrition Management

F&F settlements

Payroll coordination

HR Operations

MS Excel / HR MIS

Stakeholder management

Communication

Confidentiality

Job description

Position: Business HR Executive

Location: Delhi

Experience Required: 2-3 years of exp

Skills: Employee Lifecycle Management, Employee Engagement & Retention, Attrition Management, HR Operations

Role Overview:

We are looking for a proactive and people-oriented Business HR professional to manage the

complete employee lifecycle and act as a key point of contact between employees, HR teams,

and business stakeholders. The role will be responsible for employee engagement and

retention, attrition management, employee exits, Full & Final (F&F) settlements, and seamless

coordination with Talent Acquisition, Onboarding, Payroll, and HR Operations teams.

Key Responsibilities:

1. Employee Lifecycle Management:

• Manage the complete employee lifecycle from onboarding to exit.
• Ensure smooth employee transitions across different stages of employment.
• Act as the primary HR point of contact for employees and address HR-related queries.
• Maintain accurate employee records and ensure timely HR documentation.

2. Employee Engagement & Retention:

• Monitor employee engagement, satisfaction, and workplace concerns.
• Identify potential retention risks and work with stakeholders to address them.
• Conduct regular employee connect sessions and gather employee feedback.
• Support initiatives aimed at improving employee experience and reducing attrition.

3. Attrition Management:

• Track and analyze employee attrition trends across teams/functions.
• Conduct exit interviews and identify key reasons for employee turnover.
• Prepare attrition reports and share actionable insights with management.
• Work with business stakeholders to develop and implement retention initiatives.

4. Employee Exit & F&F Management:

• Manage the complete employee separation process.
• Coordinate resignations, notice periods, exit documentation, clearances, and relieving processes.
• Coordinate with Payroll, Finance, Operations, and other relevant teams for timely Full & Final (F&F) settlement.
• Ensure timely issuance of relieving letters, experience letters, and other exit-related documents.
• Maintain accurate exit records and MIS.

5. Talent Acquisition & Onboarding Coordination:

• Coordinate closely with the Talent Acquisition team for manpower requirements and upcoming joiners.
• Ensure smooth handover from recruitment to onboarding.
• Coordinate pre-joining documentation, offer-related requirements, and joining formalities.
• Ensure new employees have a smooth onboarding experience and are aligned with business requirements.

6. Payroll Coordination:

• Coordinate with the Payroll team regarding employee changes, salary-related inputs, attendance, deductions, and other payroll requirements.
• Ensure timely submission and validation of monthly payroll inputs.
• Resolve employee payroll-related queries in coordination with the relevant teams.

7. HR Operations:

• Coordinate with HR Operations for employee documentation, attendance, leave, HR policies, and employee records.
• Ensure HR processes are followed consistently across the employee lifecycle.
• Maintain HR MIS and dashboards related to headcount, attrition, exits, onboarding, and employee movements.
• Support HR audits and compliance-related activities when required.

8. Stakeholder Management:

• Partner with business managers and functional heads on employee-related matters.
• Act as a bridge between employees, management, and various HR functions.
• Provide timely updates and reports to management on key HR metrics and employee concerns.
• Ensure effective cross-functional coordination between HR, TA, Payroll, Operations, and business teams.

Key Skills & Competencies:

• Strong understanding of employee lifecycle management
• Employee engagement and retention
• Attrition analysis and exit management
• F&F and separation process knowledge
• HR Operations and payroll coordination
• Strong stakeholder management skills
• Excellent communication and interpersonal skills
• Problem-solving and conflict-resolution abilities
• Strong MS Excel / HR MIS skills
• Ability to manage multiple priorities and work in a fast-paced environment
• High level of confidentiality and professionalism
• Key Performance Indicators (KPIs)
• Employee retention and attrition rate
• Timeliness of employee onboarding and exits
• F&F closure timelines
• Employee query resolution TAT
• Accuracy of HR records and MIS
• Employee engagement and satisfaction
• Payroll input accuracy and timely submission
• Effectiveness of coordination with TA, Payroll, Operations, and business stakeholders