Human Resource Manager

Nutralike Formulation Pvt Ltd; Kuha; On-site; INR 900,000 - 1,200,000; Full time

Job summary

Nutralike Formulation Pvt Ltd in Gujarat seeks a seasoned HR professional to lead day-to-day HR operations, policies, and compliance, ensuring accurate records and smooth payroll inputs. You will drive Talent Acquisition & Manpower Planning, Employee Engagement, Performance Management, Learning & Development, and HRIS utilization, partnering with department heads to align HR strategies with business goals.

This role requires building strong employee relations, managing exits and retention, and

Qualifications

• No formal qualifications listed in the job ad.

Responsibilities

• Manage day-to-day corporate HR operations and ensure smooth execution of HR processes.
• Develop, implement, and continuously improve HR policies, procedures, and systems.
• Maintain employee records, HR documentation, MIS, and personnel files.
• Monitor attendance, leave, payroll inputs, employee movements, and other HR related activities.
• Ensure effective use and maintenance of HRMS/HR software.
• Manage end-to-end recruitment for corporate and business-critical positions.
• Work closely with department heads to understand manpower requirements and prepare hiring plans.
• Develop sourcing strategies through job portals, LinkedIn, consultants, employee referrals, campus hiring, and other channels.
• Screen and evaluate candidates and coordinate interviews with concerned stakeholders.
• Monitor recruitment metrics such as TAT, hiring cost, interview-to-selection ratio, and joining ratio.
• Build and maintain a strong talent pipeline for current and future requirements.
• Drive employee engagement initiatives, activities, celebrations, and recognition programs.
• Address employee concerns, grievances, and workplace issues professionally and confidentially.
• Promote a positive, collaborative, and performance-driven work culture.
• Conduct employee connect initiatives and feedback sessions.
• Support conflict resolution and maintain healthy employee relations.
• Coordinate the annual/periodic performance appraisal process.
• Support departments in setting KRAs/KPIs and performance objectives.
• Track performance review timelines and ensure timely completion.
• Identify performance gaps and coordinate improvement plans where required.
• Support managers in developing high-performing teams.
• Identify training and development requirements in coordination with department heads.
• Plan and coordinate employee training programs, induction, onboarding, and skill development initiatives.
• Maintain training records and evaluate training effectiveness.
• Support leadership development and career-growth initiatives.
• Ensure implementation of company HR policies and procedures.
• Ensure compliance with applicable labour laws and statutory requirements.
• Coordinate with external consultants and internal stakeholders for HR/legal compliance matters.
• Support POSH compliance, employee documentation, audits, and statutory HR records.
• Keep HR policies updated based on organizational requirements and applicable regulations.
• Coordinate monthly payroll inputs with the Finance/Payroll team.
• Verify attendance, leave, incentives, deductions, new joiners, exits, and salary revisions.
• Manage employee benefits and HR-related documentation.
• Ensure timely and accurate communication regarding payroll and employee benefits.
• Prepare and maintain monthly HR MIS and management reports.
• Track key HR metrics including: Headcount, Attrition, Recruitment status, Joining and back-out ratio, Attendance, Leave, Employee turnover, Training, Performance management.
• Present HR reports and insights to management for decision-making.
• Support management in organizational structure, manpower planning, and workforce development.
• Assist in developing HR strategies aligned with business objectives.
• Identify opportunities to improve employee productivity, retention, and workplace culture.
• Support organizational change and process-improvement initiatives.
• Manage employee resignation and full & final settlement coordination.
• Conduct exit interviews and analyze reasons for attrition.
• Develop and implement employee retention initiatives.
• Maintain proper exit documentation and ensure smooth employee offboarding.

Job description

Key Responsibilities

1. HR Operations

• Manage day-to-day corporate HR operations and ensure smooth execution of HR processes.
• Develop, implement, and continuously improve HR policies, procedures, and systems.
• Maintain employee records, HR documentation, MIS, and personnel files.
• Monitor attendance, leave, payroll inputs, employee movements, and other HR related activities.
• Ensure effective use and maintenance of HRMS/HR software.

2. Talent Acquisition & Manpower Planning

• Manage end-to-end recruitment for corporate and business-critical positions.
• Work closely with department heads to understand manpower requirements and prepare hiring plans.
• Develop sourcing strategies through job portals, LinkedIn, consultants, employee referrals, campus hiring, and other channels.
• Screen and evaluate candidates and coordinate interviews with concerned stakeholders.
• Monitor recruitment metrics such as TAT, hiring cost, interview-to-selection ratio, and joining ratio.
• Build and maintain a strong talent pipeline for current and future requirements.

3. Employee Engagement & Employee Relations

• Drive employee engagement initiatives, activities, celebrations, and recognition programs.
• Address employee concerns, grievances, and workplace issues professionally and confidentially.
• Promote a positive, collaborative, and performance-driven work culture.
• Conduct employee connect initiatives and feedback sessions.
• Support conflict resolution and maintain healthy employee relations.

4. Performance Management

• Coordinate the annual/periodic performance appraisal process.
• Support departments in setting KRAs/KPIs and performance objectives.
• Track performance review timelines and ensure timely completion.
• Identify performance gaps and coordinate improvement plans where required.
• Support managers in developing high-performing teams.

5. Learning & Development

• Identify training and development requirements in coordination with department heads.
• Plan and coordinate employee training programs, induction, onboarding, and skill development initiatives.
• Maintain training records and evaluate training effectiveness.
• Support leadership development and career-growth initiatives.

6. HR Policies & Compliance

• Ensure implementation of company HR policies and procedures.
• Ensure compliance with applicable labour laws and statutory requirements.
• Coordinate with external consultants and internal stakeholders for HR/legal compliance matters.
• Support POSH compliance, employee documentation, audits, and statutory HR records.
• Keep HR policies updated based on organizational requirements and applicable regulations.

7. Payroll & Benefits Coordination

• Coordinate monthly payroll inputs with the Finance/Payroll team.
• Verify attendance, leave, incentives, deductions, new joiners, exits, and salary revisions.
• Manage employee benefits and HR-related documentation.
• Ensure timely and accurate communication regarding payroll and employee benefits.

8. HR MIS & Reporting

• Prepare and maintain monthly HR MIS and management reports.
• Track key HR metrics including:
  • Headcount
  • Attrition
  • Recruitment status
  • Joining and back-out ratio
  • Attendance
  • Leave
  • Employee turnover
  • Training
  • Performance management
• Present HR reports and insights to management for decision-making.

9. Organizational Development

• Support management in organizational structure, manpower planning, and workforce development.
• Assist in developing HR strategies aligned with business objectives.
• Identify opportunities to improve employee productivity, retention, and workplace culture.
• Support organizational change and process-improvement initiatives.

10. Exit & Retention Management

• Manage employee resignation and full & final settlement coordination.
• Conduct exit interviews and analyze reasons for attrition.
• Develop and implement employee retention initiatives.
• Maintain proper exit documentation and ensure smooth employee offboarding.