Walk-in | Senior Human Resource Executive

Krismar; Karnataka; On-site; INR 1,500,000 - 2,100,000; Full time

Job summary

Krishna Transnational Marbles Private Limited is seeking a seasoned HR professional with 10+ years of experience to lead talent fulfilment and support core HR functions.

The Senior Executive - HR will own Talent Acquisition (60%), manage HR Operations (20%), and assist in Performance Management (20%) to drive high performance across the organization.

Qualifications

• 10+ years of HR experience in manufacturing, building materials, construction or retail.
• Niche sourcing, headhunting, and understanding regional marble/stone industry dynamics.
• Strong payroll structuring, attendance tracking, and payroll data integration.
• Familiar with PMS methodologies and OKRs; versed in modern appraisal workflows.

Responsibilities

• Lead end-to-end recruitment lifecycle for corporate offices, sales teams, and unit production roles.
• Oversee payroll inputs, attendance, leaves, and overtime for staff and plant workers.
• Lead onboarding and induction processes to ensure smooth cultural integration.
• Support annual and mid-year appraisal frameworks and monitor KRAs/KPIs.
• Coordinate with line managers to cascade and evaluate KRAs and KPIs.

Skills

Recruitment

Payroll

HRMS

MS Excel

OKRs/Performance Management

Negotiation

Stakeholder Management

Education

MBA / PGDM in HR

Masters in related business discipline

Tools

HRMS software

Job description

Krishna Transnational Marbles Private Limited

Job Description: Senior Executive - HR

Department: Human Resources

Experience: 10+ Years

Industry: Marble / Building Materials / Manufacturing

Reporting To: VP - Human Resources

Job Summary

We are seeking a seasoned, strategic, and execution-oriented HR Professional with a decade of experience to lead our
talent fulfilment and support core HR functions.
The ideal candidate will take absolute ownership of Talent Acquisition (60%)
To fuel our factory, retail showroom, and corporate growth, manage robust HR Operations (20%), and proactively
Assist in Performance Management (20%)
to drive high performance across the organization.

Key Result Areas (KRAs) and Key Performance Indicators (KPIs)

KRA 1: End-to-End Talent Acquisition & Strategic Sourcing (Weightage: 60%)

Objective: Formulate and execute recruitment strategies to fulfil manpower requirements across corporate offices, sales
teams, and marble processing units.

Core Responsibilities

• Manage the complete recruitment lifecycle from demand aggregation to onboarding.
• Partner with department heads to understand specialized manpower needs (showroom sales, procurement
  experts, factory supervisors, and skilled labour).
• Source top-tier talent utilizing job portals, professional networks, industry-specific references, and consultants.
• Optimize screening processes and lead preliminary competency-based interviews.
• Build a continuous pipeline for high-turnover roles to ensure zero business disruption.

KPIs

• Time-to-Hire / Time-to-Fill: Maintain an average fulfilment window of under 30 to 45 days for critical roles.
• Offer-to-Joining Ratio: Achieve and maintain a minimum 90 % conversion rate through proactive candidate
  engagement.
• Sourcing Cost Optimization: Reduce dependency on external consultants by driving at least 70% of hires
  through direct sourcing channels and employee referrals.
• Quality of Hire: 90% retention rate of new hires during their initial 6-month probtionary period.

KRA 2: HR Operations, Compliance & Documentation (Weightage: 20%)

Objective: Establish seamless, error-free HR administration, ensuring robust documentation and compliance integrity.

Core Responsibilities

• Oversee the generation of CTC structures, formal offer letters, appointment letters, and non-disclosure
  agreements.
• Manage monthly payroll inputs accurately, reconciling attendance, leave tracking, and overtime registers for
  both staff and plant workers.
• Lead the employee onboarding and formal induction framework to ensure culturally aligned integration.
• Maintain and audit employee files, master databases, and HRMS tools for data integrity.

Krishna Transnational Marbles Private Limited

KPIs

• Payroll Input Accuracy: Achieve 100% error-free data submission for monthly payroll cycles.
• Onboarding Feedback Score: Maintain an average new-hire induction rating of 4.5/5.0.
• Documentation Compliance:100% adherence to statutory requirements and audit readiness for employee
  records.

KRA 3: Performance Management Support & Execution (Weightage: 20%)

Objective: Facilitate and streamline the performance appraisal cycle to foster a culture of transparency and
meritocracy.

Core Responsibilities

• Assist the VP-HR in designing, launching, and tracking annual and mid-year appraisal frameworks.
• Coordinate with line managers to ensure the timely definition, cascading, and evaluation of individual KRAs
  and KPIs.
• Collate performance data, identify skill gaps, and highlight top/bottom performers for management review.
• Support the implementation of Performance Improvement Plans (PIPs) and follow up on individual progress.

KPIs

• Appraisal Cycle Timeline: Achieve 100% on-time completion of review submission workflows across all
  departments.
• KRA Setting Coverage: Ensure 100% of eligible employees have clearly documented goals within the first
  month of the financial cycle.
• PIP Resolution Rate: Achieve a minimum 75% tracking and resolution closure rate for employees placed
  under structured performance observation.

Required Skills & Experience

• Experience:10+ years of progressive HR experience, preferably within the manufacturing, building materials,
  construction, or retail sectors.
• Recruitment Expertise: Exceptional track record in niche sourcing, headhunting, and understanding the
  regional dynamics of the marble/stone or allied industries.
• Operational Acumen: Thorough understanding of compensation structuring, attendance tracking models, and
  payroll data integration.
• PMS Familiarity: Well-versed in objective-setting methodologies (such as balanced scorecards or OKRs) and
  modern appraisal workflows.
• Tools: Advanced proficiency in MS Excel (VLOOKUPs, pivot tables for data dashboards) and hands-on experience
  handling enterprise-grade HRMS software.
• Interpersonal Dynamics:
  Strong negotiation, conflict management, and stakeholder handling capabilities to seamlessly interface
  between field staff, plant operators, and executive leadership.

Preferred Candidate Profile

• MBA / PGDM in Human Resources, or a masters degree in a related business discipline.
• Prior experience balancing corporate recruitment with the nuances of blue-collar or manufacturing site staffing.