Human Resource Manager

Puchkaman Foods; Kolkata; On-site; INR 360,000 - 540,000; Full time

Job summary

Puchkaman Foods in Kolkata is seeking an HR Generalist to manage the complete employee lifecycle—from recruitment and onboarding to payroll coordination and compliance. The role focuses on frontline staffing and operational workforce across outlets in a fast-paced QSR environment.

The candidate will handle documentation, attendance, payroll inputs and employee relations, while ensuring statutory filings and labour law adherence. Outlets expansion support is part of the remit.

Qualifications

• Hands-on experience in managing frontline and operational workforce.
• Experience in recruitment, onboarding, payroll coordination and compliance.
• Ability to handle multiple outlets in a fast-paced QSR environment.

Responsibilities

• Manage end-to-end recruitment for corporate and outlet-level positions.
• Handle onboarding, attendance, payroll coordination and employee records.
• Ensure statutory compliance across locations and maintain labour records.
• Coordinate payroll inputs, salary revisions and settlements.
• Organise induction, training and policy communications.
• Drive employee engagement, retention and performance processes.
• Prepare HR MIS and provide reports to management.
• Support management in scalable HR processes for expansion.

Skills

Bulk hiring

Employee lifecycle

Compliance

Outlet ops

Employee relations

Payroll coordination

Job description

Role & responsibilities

The HR Generalist will be responsible for managing the complete employee lifecycle, from recruitment and onboarding to attendance, payroll coordination, statutory compliance, performance management and employee relations.

The candidate should have hands‑on experience in managing frontline and operational workforce requirements, preferably within the QSR, restaurant, hospitality or retail industry.

Key Responsibilities

1. Recruitment & Talent Acquisition

• Manage end-to-end recruitment for corporate, managerial and outlet-level positions.
• Handle bulk hiring for restaurant staff, including Restaurant Managers, Shift Managers, Cashiers, Kitchen Staff, Service Staff and other operational roles.
• Develop and maintain a talent pipeline for existing and upcoming outlets.
• Coordinate with job portals, consultants, recruitment agencies and local hiring channels.
• Conduct initial screening, schedule interviews and coordinate selection processes.
• Ensure timely onboarding to meet outlet manpower requirements.
• Monitor recruitment turnaround time and joining ratios.

2. HR Operations & Employee Lifecycle Management

• Manage employee documentation, joining formalities, offer letters, appointment letters and employee records.
• Maintain employee databases, personnel files and HR trackers.
• Handle employee transfers, promotions, confirmation, probation reviews and exit formalities.
• Maintain accurate attendance, leave and shift records across all outlets.
• Coordinate monthly payroll inputs, salary revisions, incentives, deductions and full & final settlements.
• Ensure proper documentation of employee grievances and disciplinary actions.

3. Statutory Compliance & Labour Law

• Ensure compliance with applicable labour laws and statutory regulations across all operating locations.
• Manage and coordinate PF, ESIC, Professional Tax, Labour Welfare Fund and applicable statutory deductions.
• Maintain records and registers as prescribed under applicable labour laws.
• Coordinate statutory filings, returns, inspections and audits with consultants and relevant authorities.
• Ensure compliance with applicable Shops & Establishments legislation, minimum wages, working hours, weekly offs, overtime and leave provisions.
• Monitor labour law changes and ensure timely implementation across outlets.
• Maintain documentation related to employee contracts, wage registers, attendance and statutory records.
• Coordinate with external compliance consultants wherever required.

4. Payroll & Attendance Management

• Coordinate monthly payroll processing for corporate and outlet employees.
• Verify attendance, overtime, weekly offs, leave without pay and incentives.
• Ensure accurate salary calculations and statutory deductions.
• Resolve salary-related queries and discrepancies.
• Ensure timely submission of payroll data to the accounts/payroll team.

5. Training & Development

• Coordinate induction and onboarding programmes for new employees.
• Organise training on company policies, workplace discipline and service standards.
• Coordinate operational training for restaurant staff in collaboration with the Operations Team.
• Facilitate training on customer service, hygiene, grooming, food safety and workplace conduct.
• Track employee training completion and maintain training records.

6. Employee Engagement & Retention

• Develop initiatives to improve employee engagement and retention.
• Conduct employee feedback sessions and periodic outlet visits.
• Address employee grievances and workplace conflicts.
• Implement employee recognition, rewards and incentive programmes.
• Monitor employee attrition and identify reasons for employee exits.
• Work closely with outlet managers to maintain a positive working environment.

7. Performance Management & HR Reporting

• Coordinate performance appraisals and periodic employee evaluations.
• Establish and monitor KPIs for outlet-level and corporate employees.
• Prepare monthly HR MIS reports covering:
  • Total manpower and outlet-wise headcount.
  • Recruitment and vacancy status.
  • Employee attrition and retention.
  • Attendance and absenteeism.
  • Payroll and statutory compliance.
  • Training and employee engagement.
• Identify manpower gaps and recommend corrective actions to management.

8. HR Policy & Process Development

• Develop, implement and communicate HR policies and SOPs.
• Standardise HR processes across all outlets.
• Establish employee code of conduct, attendance policies, leave policies and disciplinary procedures.
• Ensure consistent implementation of HR policies across locations.
• Support management in developing scalable HR systems for future expansion.

Key Performance Indicators (KPIs)

• Timely closure of manpower requirements.
• Reduction in employee attrition and absenteeism.
• 100% timely completion of applicable statutory compliance requirements.
• Accuracy and timely processing of payroll inputs.
• Employee documentation and personnel record accuracy.
• Completion of employee onboarding and training.
• Outlet-wise manpower planning and vacancy management.
• Timely submission of monthly HR MIS reports.

Preferred candidate profile

We are looking for someone who is:

• Hands‑on and execution‑oriented rather than purely policy‑driven.
• Comfortable managing bulk hiring and frontline workforce requirements.
• Capable of independently handling HR operations across multiple outlets.
• Strong in employee management, conflict resolution and compliance.
• Proactive, organised and capable of building scalable HR processes.
• Comfortable working in a fast‑paced and rapidly expanding QSR environment.

Reporting To

Head Operations / Management