HR Officer - Talent Acquisition & HR Operations

Shreeyam Power And Steel Industries; Gandhidham; On-site; INR 450,000 - 750,000; Full time

Job summary

Shreeyam Power And Steel Industries is seeking an HR Officer for Talent Acquisition & HR Operations in Gandhidham, Gujarat. The role covers the complete employee lifecycle from hiring to exit, including campus hiring, onboarding, apprenticeship compliance, HRIS, payroll liaison and audits.

You will drive recruitment TAT, cost optimisation and HR service delivery across functions, coordinate with engineering institutes, oversee background verification, and support HR analytics and dashboards.

Qualifications

• MBA/PGDM or related HR degree required.
• Experience in talent acquisition and HR operations preferred.
• Campus and fresher hiring experience desirable.

Responsibilities

• Oversee end-to-end recruitment lifecycle from requisition to joining.
• Coordinate campus hiring, onboarding and assessments.
• Manage apprenticeship compliance, HRIS data and HR analytics.

Skills

Talent Acquisition

Campus Hiring

HR Operations

HRIS / Keka

Data Analytics

Stakeholder Management

Policy Compliance

Education

MBA/PGDM in HR or related field

Tools

Keka

Excel

Job description

JOB DESCRIPTION

HR Officer Talent Acquisition & HR Operations

1. Role Purpose

To manage and support the complete employee lifecycle from Hiring to Exit, with primary responsibility for Talent Acquisition, campus and fresher hiring, onboarding, HR operations, employee documentation, BGV, apprenticeship compliance, HRIS, HR MIS, HR analytics, employee communication, compliance, audit and exit formalities.

The role will ensure timely manpower deployment, recruitment TAT, process compliance, cost optimisation and effective HR service delivery throughout the employee lifecycle.

2. Key Responsibilities

A. End-to-End Talent Acquisition & Recruitment

• Manage the complete recruitment cycle from Manpower Requisition to Employee Joining.
• Coordinate with HODs to understand manpower requirements and ensure timely vacancy closure.
• Source candidates through Naukri, LinkedIn, referrals, consultants, job portals, campus hiring and other channels.
• Conduct profile screening, preliminary discussions and interview coordination.
• Manage candidate pipeline and ensure Recruitment TAT / Vacancy Closure TAT.
• Coordinate salary discussion, offer release, negotiation and joining follow‑up.
• Track vacancy ageing, offer‑to‑joining ratio and recruitment funnel.
• Drive cost‑effective recruitment channels and recruitment cost saving initiatives.

B. Campus, Fresher & Trainee Hiring

• Plan and execute campus recruitment and fresher hiring.
• Coordinate with Engineering Colleges, ITIs, Diploma Institutes and other educational institutions.
• Manage hiring of GETs, DETs, trainees, apprentices and other entry‑level positions.
• Coordinate campus presentations, assessments, interviews and selection.
• Maintain campus talent pipeline and institute database.
• Track joining and retention of campus/fresher hires.

C. Apprenticeship Management & Compliance

• Manage apprenticeship engagement, onboarding and documentation.
• Coordinate registration, contracts, attendance, stipend and completion formalities.
• Maintain apprenticeship records and MIS.
• Ensure timely updation/submission of applicable apprenticeship records and requirements.
• Coordinate with institutes, apprentices and internal stakeholders.
• Ensure apprenticeship compliance and audit readiness.

D. Joining, Onboarding & Orientation

• Manage complete pre‑joining and onboarding process.
• Ensure timely collection and verification of employee documents.
• Coordinate and track Background Verification (BGV).
• Complete joining documentation and employee records.
• Conduct/coordinate employee orientation and induction.
• Ensure employee creation and data updation in Keka / HRIS.
• Coordinate with Admin, IT, Security, Finance and respective departments for smooth onboarding.

E. Employee Lifecycle & HR Operations Hire to Exit

• Manage/support the complete employee lifecycle from Hiring to Exit.
• Maintain employee master data and personnel records throughout the employment lifecycle.
• Support processes related to:
  
• Joining & onboarding
• Probation & confirmation
• Attendance & leave
• Transfers & employee movements
• Department / designation changes
• Employee documentation
• HR letters and certificates
• Employee queries and HR services
• HRIS updates
• Separation / resignation
• Exit interview
• Full & Final settlement coordination
• Clearance and No‑Dues process
• Relieving / experience documentation
• Employee records closure
• Ensure timely and accurate completion of all employee lifecycle processes.

F. Exit Management & Separation

• Coordinate the complete employee exit process from resignation to final closure.
• Receive and process resignation documentation.
• Coordinate notice period, last working day and replacement requirements with respective departments.
• Conduct/coordinate exit interviews and maintain exit feedback data.
• Coordinate departmental, Admin, IT, Security, Finance and other clearance formalities.
• Ensure timely completion of Full & Final Settlement with relevant stakeholders.
• Coordinate issue of relieving letter, experience certificate and other separation documents.
• Update employee separation status and records in HRIS.
• Maintain exit MIS, attrition data and separation analytics.
• Identify recurring reasons for attrition and share insights with HR leadership.

G. HR MIS, Analytics & Daily Reporting

• Prepare daily, weekly and monthly HR MIS.
• Prepare daily recruitment and manpower reports covering vacancies, sourcing, interviews, offers and joining.
• Track Recruitment TAT, vacancy ageing and manpower closure.
• Maintain employee lifecycle and exit MIS.
• Prepare dashboards covering recruitment, manpower, attrition, hiring cost and HR operations.
• Analyse HR data to identify trends, bottlenecks and improvement opportunities.
• Support HR Analytics and data‑driven decision making.
• Ensure accuracy and timely submission of HR reports to management.

H. HRIS & Process Enhancement

• Ensure accurate and timely HRIS / Keka data management.
• Identify HR process gaps and system requirements.
• Coordinate HRIS enhancements, automation and workflow improvements.
• Support testing and implementation of new HRIS features.
• Improve HR process efficiency and reduce manual intervention.
• Ensure HR master data accuracy throughout the employee lifecycle.

I. Compliance, Documentation & Audit

• Maintain complete and accurate HR documentation and employee records.
• Support internal and external HR audits.
• Ensure availability of required records and supporting documents.
• Coordinate closure of HR audit observations.
• Support compliance related to recruitment, onboarding, apprenticeship, employee lifecycle and exit processes.
• Ensure processes are aligned with company policies and applicable statutory requirements.

J. HR Communication & Employee Engagement

• Support communication of HR policies, processes, announcements and initiatives.
• Coordinate HR communication through email, HRIS, notice boards and other channels.
• Support employee engagement activities and HR initiatives.
• Ensure timely and professional communication with employees, candidates and stakeholders.

K. Cost Optimisation & Process Improvement

• Identify opportunities for recruitment cost saving and HR process efficiency.
• Promote direct sourcing, employee referrals, campus hiring and other cost‑effective channels.
• Track recruitment cost per hire and source effectiveness.
• Identify opportunities to reduce Hiring TAT, process cycle time and administrative effort.
• Support continuous improvement and automation of HR processes.

3. Key Performance Indicators (KPIs)

• Recruitment TAT / Vacancy Closure TAT
• Manpower Requirement Fulfilment
• Vacancy Ageing
• Offer‑to‑Joining Ratio
• Quality of Hiring
• Recruitment Cost per Hire / Cost Saving
• Campus & Fresher Hiring Achievement
• Apprenticeship Compliance
• Onboarding TAT
• BGV Completion TAT
• HRIS Data Accuracy
• HR MIS Accuracy & Timeliness
• Daily Reporting Compliance
• HR Analytics & Dashboarding
• Employee Documentation Compliance
• Audit Observation Closure
• Exit Process TAT
• Exit Documentation & Clearance Closure
• Attrition / Exit MIS
• HR Process Improvement & Automation

4. Key Competencies

• End-to‑end Talent Acquisition & Recruitment
• Campus & Fresher Hiring
• HR Operations / Generalist HR
• Employee Lifecycle Management Hire to Exit
• Apprenticeship Management & Compliance
• HR MIS & HR Analytics
• HRIS / Keka
• Strong Excel and data‑handling skills
• Employee documentation and audit management
• Strong communication and stakeholder management
• Process orientation and attention to detail
• Recruitment TAT and cost optimisation mindset
• Problem‑solving and continuous improvement
• Strong follow‑up and execution capability

5. Educational Qualification & Experience

Qualification: MBA / PGDM / Graduate in Human Resources, Business Administration or related discipline.