Head of HR (Remote)

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.

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