HR Executive

Sampurnadiagnostics; Center (TX); On-site; USD 60,000 - 100,000; Full time

Job summary

Sampurnadiagnostics is seeking an HR and back-office professional to manage the end-to-end employee lifecycle and ensure 100% operational compliance across all branches. You will handle payroll, data integrity, HRMS operations, and creative content for internal branding.

The role also covers recruitment, onboarding/offboarding, performance management support, and policy formulation, with a focus on proactive coordination across sites. Office-based with regular cross-branch collaboration.

Qualifications

• Data-driven HR operations and analytics.
• Creative content development for internal branding.
• Policy drafting and compliance with labor regulations.
• MS Office and HRIS proficiency for reporting and records management.

Responsibilities

• Manage end-to-end recruitment lifecycle, from sourcing to final selection.
• Oversee onboarding and offboarding processes with professional handoffs.
• Handle payroll processing, attendance tracking, and leave administration.
• Maintain HR data integrity and generate reports using MS Office/HRIS.
• Operate HRMS and ensure real-time data accuracy across branches.
• Address employee relations and resolve grievances promptly.
• Coordinate performance management, KRAs/KPIs, and reviews.
• Draft and update HR policies and employee handbook.
• Coordinate HR activities across all branches to ensure consistency.
• Identify training needs and oversee staff development initiatives.
• Create engagement content and graphics for internal branding.

Skills

Data Analytics

Creative Design

Policy Formulation

Tools

HRIS

MS Office

Job description

To manage the end-to-end employee lifecycle, ensure 100% operational compliance, and handle HR back-office functions. This role is responsible for maintaining high data integrity, managing payroll, and supporting organizational branding through creative content and effective coordination across all branches.

2. Key Responsibilities

• Overall Recruitment: Managing the end-to-end recruitment process, including sourcing, screening, interviewing, and final selection.
• Onboarding & Offboarding: Ensuring professional and systematic joining and exit formalities for all employees.
• Payroll Management: Full handling of monthly payroll processing, attendance tracking, and leave management.
• Data & MS Office Management: Preparing and maintaining extensive HR data and reports using advanced MS Office (Excel, Word, PowerPoint).
• HRMS Operations: Complete handling and regular updating of the HRMS software to ensure real-time data accuracy.
• Employee Relations & Grievances: Addressing employee concerns, resolving conflicts, and managing the overall grievance redressal system.
• Performance Management (PMS): Implementing the appraisal system, setting KRAs/KPIs, and coordinating the annual/semi-annual review process.
• Compliance & Policy: Handling all labor law-related compliance issues and drafting/updating HR policies and the employee handbook.
• Branch Coordination: Acting as a central liaison for all branches to ensure smooth HR operations and policy implementation.
• Training & Development: Identifying training needs and coordinating staff development programs.
• Creative Support: Designing graphics and editing videos for internal branding and employee engagement activities.

3. Key Performance Indicators (KPIs)

• Payroll Accuracy: 100% error-free and timely salary disbursement every month.
• Process Efficiency: 100% completion of onboarding/offboarding documentation within defined timelines.
• Data Integrity: Zero discrepancies in HRMS records and employee physical files.
• SLA for Grievances: Resolution of employee queries or conflicts within 48-72 hours.
• Creative Timelines: Timely delivery of engagement content (videos/designs) as per the activity calendar.

A. Knowledge (Technical Understanding)

• Statutory Compliances: Up-to-date knowledge of Labor Laws, PF, ESI, Gratuity, Bonus Acts, and Taxation (TDS/PT).
• PMS Frameworks: Understanding of Performance Management systems (KRA/KPI setting) and SMART goal models.
• Recruitment Strategy: Mastery of advanced Boolean searches, headhunting techniques on LinkedIn, and job portal algorithms.
• HRIS Technology: Comprehensive knowledge of Human Resource Information System (HRIS) architecture and data flow.

B. Skills (Execution Capability)

• Data Analytics: Advanced proficiency in MS Excel (Pivot Tables, Dashboards, VLookup) for HR reporting.
• Creative Design: Skilled in professional graphic design and video editing (Canva/Adobe) for employee engagement content.
• Policy Formulation: Ability to draft clear, legally compliant, and employee-friendly HR policies.

C. Behavior (Professional Attributes)

• Empathy & Neutrality: Handling employee conflicts without bias and acting as a fair mediator.
• Integrity & Confidentiality: Maintaining strict privacy regarding sensitive employee data and management decisions.
• Proactive Coordination: Maintaining constant communication with multiple branches to identify and resolve issues before they elevate.

5. Working Conditions

• Mode: Office-based.
• Coordination: Regular interaction with all branches (on-site or remote).
• Flexibility: Availability during month-end payroll or peak recruitment cycles.