HR Manager

Lucky International; Mumbai; On-site; INR 1,200,000 - 1,700,000; Full time

Job summary

Lucky International is seeking an experienced HR Manager to lead the complete employee lifecycle in a manufacturing setting. You will handle talent acquisition, onboarding, payroll coordination, and HR operations while ensuring compliant, engaging, and efficient HR practices across the organization.

You will design performance management systems, lead learning and development initiatives, and drive employee engagement and relations to foster a positive workplace culture.

Qualifications

• MBA/PGDM in Human Resources or equivalent.
• 5–8+ years of HR experience, preferably in manufacturing.
• Certifications in Labour Laws, Talent Management, HR Analytics or Learning & Development are advantageous.

Responsibilities

• Manage complete employee lifecycle including Talent Acquisition, Onboarding, and Exit Management.
• Oversee HR Operations, payroll coordination, attendance, and leave management.
• Design and implement Performance Management, learning programs, and development initiatives.
• Drive Employee Engagement, relations, policies, and compliance across the organization.

Skills

HR Management

Talent Acquisition

Employee Engagement

Performance Management

HR Operations

HR Analytics

Employee Relations

Learning & Development

Education

MBA/PGDM in HR

Labour Laws Certifications

Talent Management Certifications

HR Analytics Certifications

Tools

HRIS

Payroll Software

LinkedIn Recruiter

Job description

5–8+ years of progressive experience in Human Resources, preferably in the manufacturing industry.

Educational Qualification

• MBA/PGDM in Human Resources or equivalent.
• Additional certifications in Labour Laws, Talent Management, HR Analytics, or Learning & Development will be an advantage.

About the Role

The HR Manager will be responsible for managing the complete employee lifecycle, ensuring that HR strategies, policies, and practices support the organization's business objectives. The role includes Talent Acquisition, Employee Engagement, Performance Management, Learning & Development, HR Operations, Compliance, Payroll Coordination, Employee Relations, and Exit Management while maintaining a positive workplace culture.

Key Responsibilities

1. Workforce Planning & Recruitment

• Develop manpower plans in coordination with department heads.
• Prepare and update Job Descriptions (JDs).
• Manage recruitment for blue-collar, white-collar, and leadership positions.
• Source candidates through job portals, LinkedIn, employee referrals, consultants, and campus hiring.
• Screen resumes and conduct initial interviews.
• Coordinate technical and management interviews.
• Manage candidate communication throughout the hiring process.
• Conduct salary negotiations and issue offer letters.
• Maintain recruitment reports, hiring metrics, and recruitment dashboards.
• Build employer branding initiatives.

2. Onboarding & Induction

• Ensure timely documentation before joining.
• Conduct employee induction and orientation.
• Introduce company policies, culture, and organizational structure.
• Ensure smooth integration of new employees.

3. HR Operations

• Maintain employee records and HR documentation.
• Generate employment letters, confirmation letters, promotion letters, transfer letters, and experience certificates.
• Maintain employee database and HRIS.
• Monitor attendance and leave management.
• Coordinate payroll inputs with Finance.

4. Performance Management

• Design and implement performance appraisal systems.
• Coordinate probation reviews and employee confirmations.
• Monitor KPIs and KRAs.
• Develop Performance Improvement Plans (PIPs) where required.
• Organize technical, behavioral, leadership, and compliance training programs.
• Track employee learning and certifications.

6. Employee Engagement

• Plan employee engagement activities and recognition programs.
• Conduct employee satisfaction surveys.
• Organize wellness initiatives, festivals, and team-building events.
• Promote a positive work culture.
• Address employee concerns proactively.

7. Employee Relations

• Handle employee grievances confidentially.
• Counsel employees and managers on workplace issues.
• Resolve conflicts through effective communication.
• Promote fairness, diversity, and inclusion.
• Support disciplinary processes where required.
• Review salary structures and benefits.
• Manage annual increments and promotions.
• Ensure statutory deductions are accurate.

9. HR Compliance & Labour Laws

• Ensure compliance with all applicable labour laws.
• Maintain statutory registers and records.
• Liaise with government authorities when required.
• Ensure timely filing of statutory returns.
• Implement company HR policies and procedures.

10. HR Policies & Process Improvement

• Develop and update HR policies.
• Improve HR processes through automation and digitalization.
• Ensure policy awareness across the organization.

11. HR Analytics & Reporting

• Analyze recruitment metrics and attrition trends.
• Present HR dashboards to management.

12. Employee Separation & Retirement

• Manage resignations, retirements, and terminations.
• Coordinate full and final settlements.
• Ensure return of company assets.
• Issue relieving letters, experience certificates, and other exit documents.
• Maintain employee separation records.
• Analyze attrition data and recommend retention strategies.

Preferred Industry

Manufacturing, Engineering, Industrial Products, Technical Textiles, Infrastructure, or similar sectors.

Why Join Us?

• Opportunity to lead the complete HR function.
• Exposure to strategic and operational HR responsibilities.
• Collaborative work environment with opportunities for growth.
• Chance to contribute to organizational development and employee success.

Requirements

• Recruitment Strategy
• Technical Skills