Required HR Executive - Surat

Job Summary:

The Human Resources (HR) Executive is responsible for supporting all aspects of the HR department 's operations. This includes recruitment and onboarding, employee relations, HR administration, compliance, performance management, and training coordination. The HR Executive plays a key role in maintaining a productive and compliant workplace while promoting a positive and inclusive culture. The ideal candidate should be organized, discreet, people-oriented, and have a strong understanding of HR best practices, policies, and labor laws.

Key Responsibilities:

Recruitment and Onboarding:

• Assist in the end-to-end recruitment process including drafting job descriptions, posting vacancies, screening resumes, shortlisting candidates, and coordinating interviews.
• Liaise with department heads to understand hiring needs and timelines.
• Conduct initial candidate interviews and assessments.
• Prepare and issue offer letters, employment contracts, and new hire documentation.
• Organize and conduct employee onboarding, orientation, and induction programs.
• Maintain recruitment records and track recruitment metrics such as time-to-hire and source effectiveness.

HR Administration:

• Maintain and update employee records in both physical files and HRMS (Human Resource Management Systems).
• Ensure accuracy of data related to employee profiles, leaves, attendance, appraisals, and benefits.
• Prepare HR reports and dashboards for management review.
• Manage documentation for promotions, transfers, confirmations, and terminations.
• Ensure timely submission of statutory compliance documents (PF, ESI, gratuity, etc.).

Employee Relations and Engagement:

• Serve as a point of contact for employee queries and grievances, ensuring timely and fair resolution.
• Assist in implementing employee engagement programs, team-building activities, and wellness initiatives.
• Foster a positive working environment that encourages collaboration, productivity, and open communication.
• Support diversity and inclusion efforts and promote organizational values.

Performance Management:

• Coordinate annual or biannual performance appraisal cycles, goal-setting, and feedback sessions.
• Provide administrative support to managers and employees throughout the performance review process.
• Monitor probation periods, track confirmation deadlines, and process related documentation.
• Maintain confidentiality and accuracy in performance-related records.

Training and Development:

• Identify training needs in coordination with department managers.
• Schedule training programs, workshops, and professional development sessions.
• Assist in organizing internal training events and onboarding sessions for new hires.
• Maintain records of training attendance and feedback.

Compliance and Policy Implementation:

• Ensure adherence to company policies, procedures, and code of conduct.
• Keep up to date with changes in labor laws, health and safety regulations, and employment standards.
• Assist in internal audits, HR compliance checks, and risk assessments.