About the Role
We are looking for a proactive and structured HR Executive to manage day-to-day HR operations and partner closely with managers and leadership on people-related matters. This role is responsible for overseeing the complete employee lifecycle (excluding recruitment) while ensuring HR processes, policies, and documentation are executed accurately and in compliance with applicable laws.
The HR Executive will act as a key point of contact for employees and managers, supporting employee relations, performance processes, engagement initiatives, and policy interpretation. This role requires cross-functional collaboration to address people concerns, support managerial decisions, and foster a positive workplace culture in a fast-paced IT/technology environment.
Key Responsibilities
1. Employee Lifecycle & HR Operations
- Manage end-to-end employee lifecycle activities including onboarding, induction, probation confirmations, role changes, promotions, and exits.
- Maintain accurate employee records, documentation, and HRMIS data (physical and digital).
- Ensure smooth HR operations aligned with company policies and processes.
2. HR Policies, Compliance & Documentation
- Implement, communicate, and interpret HR policies and standard operating procedures.
- Ensure compliance with applicable labor laws, statutory requirements, and internal policies.
- Maintain and regularly update HR documentation, manuals, and records.
- Support audits and ensure HR documentation remains audit-ready.
3. Attendance, Leave & Payroll Coordination
- Manage attendance, leave, and WFH tracking along with regular reconciliation.
- Monitor leave balances, approvals, and discrepancies proactively.
- Coordinate with payroll/accounts teams for monthly payroll inputs, revisions, and deductions.
- Support statutory compliance processes (PF, ESIC, gratuity) through consultant coordination.
4. People Partnering, Employee Relations & Performance Support
- Act as a people partner to managers and teams for day-to-day people matters.
- Guide managers on performance management, employee concerns, disciplinary matters, and policy interpretation.
- Support performance management processes including appraisals, reviews, KPIs, and PIPs.
- Handle employee grievances, conflict resolution, and sensitive matters with confidentiality and professionalism.
- Proactively identify people-related risks and escalate concerns appropriately.
5. Employee Engagement, Culture & Communication
- Plan and execute employee engagement initiatives, events, and recognition programs.
- Promote a positive, disciplined, and inclusive workplace culture.
- Act as a bridge between employees and management to strengthen engagement and communication.
- Support internal HR communications and organizational announcements.
6. Training, Development & HR Coordination
- Coordinate internal training and learning initiatives.
- Maintain training calendars, attendance records, and documentation.
- Support leadership in organizing workshops, skill sessions, and knowledge-sharing programs.
- Coordinate with admin teams on HR-related office matters and employee access requirements.
Desired Skills & Experience
- 3+ years of experience as an HR Generalist or HR Operations professional, preferably in an IT, software, or agency environment.
- Strong understanding of HR operations, employee lifecycle management, and labor laws.
- Hands-on experience with attendance systems, leave management, and payroll coordination.
- Ability to act as a trusted people partner for managers and teams.
- Excellent verbal and written communication skills.
- Strong interpersonal skills to handle employee interactions across all levels.
- High attention to detail with strong documentation and follow-up discipline.
- Ability to handle sensitive and confidential information professionally.
- Proficiency in MS Excel, Google Sheets, and HR tools/HRMIS platforms.
- Strong sense of ownership, accountability, and responsibility.
Nice to Have
- Experience working in a growing or startup environment.
- Process-oriented mindset with the ability to improve HR workflows and operational efficiency.
- Calm, professional, and solution-focused approach to employee relations and conflict handling.
- Exposure to supporting managers in performance or people decision-making processes.