Senior Human Resource Executive

Neelima Homes; Ranchi; On-site; INR 900,000 - 1,300,000; Full time

Job summary

Neelima Homes in Ranchi, Jharkhand is seeking a Senior HR professional to drive talent management beyond payroll and attendance. The role focuses on finding the right people, building a high-performance culture, and scaling the organization.

You will lead recruitment, performance management, employee development, engagement, and HR operations, partnering with leadership to create scalable HR processes and strong retention.

Qualifications

• MBA/PGDM in HR or related master’s degree.
• Practical HR leadership experience with measurable results.
• Experience in recruitment, performance, and employee relations.
• Experience building scalable HR processes.

Responsibilities

• Recruitment & Talent Acquisition across departments.
• Define KRAs/KPIs with department heads.
• Drive performance reviews and PIP processes.
• Develop training and leadership programs.
• Enhance culture, engagement, and retention.
• Maintain scalable HR policies and systems.
• Coordinate payroll, attendance, leaves, onboarding.
• Partner with management on workforce planning.

Skills

Talent Acquisition

Performance Mgmt

Employee Development

Culture & Engagement

HR Operations

Payroll Compliance

Education

MBA/PGDM in HR

Masters/Bachelors HR

HR Certifications

Job description

Role & responsibilities

Senior HR Human Resources & Talent Management

Location: Ranchi, Jharkhand
Job Type: Full-Time
Work Mode: On-site
Experience: 5+ Years Preferred

We are looking for a Senior HR professional who can do much more than recruitment, attendance and payroll.

We need someone who can help us find the right people, build a strong team, create accountability and develop a high-performance work culture.

As we grow, your responsibility will be simple:

Get the right people in. Develop them. Retain the best. And build systems that allow the organization to scale.

Key Responsibilities

1. Recruitment & Talent Acquisition

• Manage the complete hiring process from manpower planning to onboarding
• Understand each department's actual talent requirements before starting recruitment
• Source candidates through LinkedIn, Naukri, Indeed, referrals and other channels
• Conduct structured interviews and candidate assessments
• Coordinate technical/departmental interview rounds
• Handle salary negotiations and offer rollouts
• Develop a strong talent pipeline for future requirements
• Improve quality of hire, not simply number of hires

We don't want HR to say:

“Sir, 30 CV aa gaye hain.”

We want HR to say:

“I interviewed 12 candidates, shortlisted 3, and here's why these 3 fit the role.”

2. Performance Management

Build a performance-driven system where every employee understands:

What am I responsible for?
How will my performance be measured?
Where am I currently performing?
What do I need to improve?

Responsibilities include:

• Defining KRAs & KPIs with department heads
• Performance reviews
• Probation evaluations
• Employee scorecards
• Performance Improvement Plans (PIP)
• Promotions and increments
• Identifying high performers and underperformers
• Creating accountability across teams

3. Employee Development

We don't want employees doing the same job the same way for five years.

HR should help people continuously improve.

• Identify skill gaps
• Develop training programs
• Coordinate internal/external training
• Build leadership capabilities
• Develop future managers
• Create career-growth paths
• Conduct regular feedback sessions

4. Culture & Employee Engagement

Help us build a workplace where people are:

Ambitious. Accountable. Professional. Curious. And hungry to grow.

Responsibilities include:

• Employee engagement
• Recognition and reward programs
• Team-building initiatives
• Conflict resolution
• Employee feedback
• Improving communication between management and employees
• Building ownership and accountability
• Maintaining professional workplace standards

5. HR Policies & Systems

Create and maintain scalable HR processes for:

• Attendance
• Leave
• Working hours
• Onboarding
• Probation
• Confirmation
• Performance reviews
• Promotions
• Compensation
• Employee exits
• Full & final settlement
• HR documentation

The objective is to make HR system-driven rather than person-dependent.

6. HR Operations & Compliance

• Maintain employee records and documentation
• Coordinate payroll and salary-related information
• Maintain offer letters, appointment letters and employee files
• Manage attendance and leave records
• Handle onboarding and exit formalities
• Coordinate statutory HR compliance applicable to the organization
• Maintain confidentiality of employee and company information

7. Retention & Employee Relations

Hiring good people is difficult.

Losing good people because nobody understood why they were leaving is worse.

The Senior HR should:

• Conduct regular employee check-ins
• Identify retention risks
• Conduct exit interviews
• Understand reasons behind attrition
• Resolve workplace concerns professionally
• Recommend retention strategies to management

8. Management Partnership

This is a Senior HR role, not simply an administrative HR position.

You should be comfortable working directly with management on:

• Workforce planning
• Organizational structure
• Hiring priorities
• Salary benchmarking
• Performance issues
• Promotions
• Leadership development
• Employee retention
• Culture
• HR budgeting
• Future manpower requirements

You should be capable of challenging management respectfully when you believe a people decision could hurt the organization.

Qualification

Preferred:

MBA / PGDM in HR
or
Master's/Bachelor's degree in Human Resources, Business Management or related field

Professional HR certifications will be an added advantage.

However, practical HR leadership experience and demonstrated results will carry significant weight.

Experience

5+ years of HR experience preferred, with meaningful exposure to:

• Recruitment
• Performance management
• Employee relations
• HR operations
• Policies & compliance
• Team building
• Talent development

Previous experience building or improving HR systems in a growing company will be highly valued.

Who We're Looking For

We want someone who combines:

People Skills + Business Understanding + Discipline + Empathy + Data + Leadership

Someone who can have a friendly conversation with an employee in the morning and conduct a difficult performance conversation professionally in the afternoon.

Someone who understands that HR's responsibility isn't simply to keep employees happy.

It's to create an environment where good people can perform exceptionally well and the organization can grow.

What Success Looks Like in This Role

After joining, we should gradually see:

Better Hiring Better Onboarding Clearer Accountability Better Performance Stronger Managers Lower Unwanted Attrition Stronger Culture

We are looking for someone who can help us build the organization, not simply run the HR department.

Preferred candidate profile

Perks and benefits