HR Manager - People Operations & Talent Acquisition

One of our clients, an engineering services organisation is looking to hire for a high-potential HR Manager. The role offers a scope of managing complete employee lifecycle including onboarding, documentation, attendance, leave, and exits, and owning performance coordination, HR compliance and much more.

The ideal fit is someone who is handson, selfdriven and comfortable working independently, with good experience in a HR generalist role and wants to shape an HR function as it scales.

The position covers endtoend recruitment, onboarding, drafting HR documentation, tracking attendance and timesheets, and preparing payroll inputs for the accountant. Additional responsibilities include managing performance reviews, PIPs, employee relations, and policy compliance (including POSH). The HR Manager will maintain rolling 30/60/90day recruitment plans and deliver weekly dashboards to management.

Location : Saket, New Delhi | Work from office, 6 days

Experience : 5-8 years

Key Responsibilities :

End-to-End People Operations :

- Own the daily HR function ,including employee records, attendance, leave, confirmations, letters, policy administration, exits, employee communication and HR documentation.

- Maintain complete and accurate employee files, HRIS records, statutory/supporting documents, trackers, acknowledgements and employeestatus records.

- Establish practical HR routines, calendars, checklists and dashboards so that recurring work is completed without management chasing.

- Respond to employee questions professionally while maintaining appropriate confidentiality, consistency and documentation discipline.

Talent Acquisition and Workforce Planning :

- Own endtoend recruitment and clientsupport roles: requirement clarification, JD refinement, sourcing, screening, interview coordination, candidate assessment, compensation discussion, offers, prejoining followup and joining closure.

- Personally source candidates using appropriate channels such as LinkedIn, Naukri, job portals, referrals, databases and recruitment partners rather than functioning only as an interview coordinator.

- Build and maintain live pipelines for recurring or anticipated roles so hiring does not begin only after a vacancy becomes urgent.

- Track hiring funnel metrics, aging, offertojoin conversion, joining risk and early attrition; surface concerns before they become delivery problems.

- Support growth from the current team size toward approximately 5060+ employees as business requirements develop.

Client People / Staffing Liaison :

- Serve as the primary HRside liaison for designated client staffing and employee matters.

- Translate client manpower requirements into actionable recruiting plans and provide concise, reliable status updates.

- Coordinate peoplerelated matters such as onboarding readiness, attendance or conduct concerns, replacements, performance followup, employee documentation and offboarding where applicable.

- Communicate confidently in English with U.S.-based hiring managers and client stakeholders, including through email, video calls and structured staffing updates.

- Escalate commercial, contractual or sensitive management decisions appropriately rather than attempting to resolve matters outside HR authority.

Onboarding and Employee Lifecycle :

- Own joining documentation, induction, policy orientation, reportingmanager coordination, access requests and initial HR briefing.

- Track probation, confirmation, changes in employment status, performance inputs and required documentation.

- Prepare or coordinate offer letters, appointment letters, confirmation letters, warnings, experience letters, relieving letters and related HR correspondence.

- Manage resignations, handovers, exit documentation, exit interviews and fullandfinal inputs in coordination with finance/accounting.

Attendance, Leave, Timesheets and Work Discipline :

- Monitor attendance, punctuality, leave, timesheets and workhour compliance for officebased and remote employees.

- Ensure exceptions are investigated and closed with employees and managers rather than allowed to remain open indefinitely.

- Maintain disciplined leave approval and attendance records and provide accurate status reporting to management.

- Support fair, documented and consistent application of company policies and escalation procedures.

Performance and Accountability Systems :

- Coordinate scorecards, KPI inputs, probation reviews, performance reviews, performance improvement plans and related followups.

- Work with line managers to ensure performance concerns are specific, documented, timely and followed through to closure.

- Track responsiveness, ownership, attendance, work discipline and other recurring peopleperformance indicators.

- Prepare concise management dashboards and exception reports instead of relying only on narrative updates.

Employee Relations, Policies and Compliance Support :

- Serve as the first HR point of contact for employee concerns and handle issues with maturity, fairness, discretion and proper escalation.

- Implement and maintain HR policies, employee handbooks, attendance/leave rules, confidentiality requirements, disciplinary processes and acknowledgements.

- Maintain working familiarity with applicable Indian employment requirements and coordinate with management, the accountant and external professionals when specialist legal or statutory input is needed.

- Support POSH administration, statutory records and other compliance processes applicable to the organization.

Payroll Inputs and Accountant Coordination :

- Own the accuracy and timeliness of HRoriginated payroll inputs, including attendance, leave, joining, separation, compensation changes, incentives/deductions and employeestatus information.

- Coordinate closely with the company accountant, who generally handles payroll calculation, processing, accounting and financial/statutory administration.

- Review employeerelated payroll discrepancies and coordinate timely resolution with the accountant.

- Maintain supporting HR documentation for payrollrelated changes and approvals.

Management Reporting and Independent Execution :

- Provide a concise weekly HR dashboard covering hiring, joining, attendance exceptions, employee issues, pending actions, upcoming decisions and material risks.

- Maintain a rolling 30/60/90day people and recruitment outlook.

- Close routine work independently and escalate only issues that genuinely require management judgment or approval.

- Operate with high integrity and preserve confidentiality across employee, compensation, client and management information.