Job Title: HR Manager

Location: Walnut Medical, Mohali Punjab

Reports to: CEO

Job Type: Full-Time

Overview:

The HR Manager will lead and direct the routine functions of the Human Resources (HR) department for a 150-
person high-tech electronics, medical, IoT, and robotics design and manufacturing company. The role involves
overseeing recruitment, employee training, performance management, and promoting a positive and productive
work environment that aligns with company strategic goals. The HR Manager will also be responsible for managing
compliance with labor regulations and ensuring the smooth and efficient operation of the company’s HR processes
along-with HR executive.

Key Responsibilities:

1. Recruitment & Onboarding:

 Develop and implement recruitment strategies to attract top talent in the fields of electronics, IoT, medical
devices, and robotics.

 Partner with department heads to understand hiring needs and create job descriptions that reflect specific
requirements.

 Lead the full-cycle recruitment process including job postings, candidate screening, interviews, and offers.

 Ensure a smooth onboarding experience for new hires, including orientation, documentation, and initial
training.

 Build and maintain relationships with educational institutions, industry networks, and recruitment agencies
to create talent pipelines.

2. Training & Development:

 Create a Monthly Training Calendar that aligns with the company’s strategic goals, focusing on technical,
operational, and soft skills development.

 Organize and conduct soft skill training programs, such as leadership development, problem solving,
communication skills, time management, and team collaboration.

 Work with department heads to identify technical and professional training needs and deliver targeted
programs.

 Implement initiatives for cross-functional training to encourage multi-skilling and professional growth across
the company.

3. Conflict Resolution & Employee Relations

 Serve as a point of contact for resolving conflicts, grievances, and employee relations issues.

 Mediate disputes and facilitate discussions between employees to promote a positive and harmonious
workplace.

 Ensure that conflicts are addressed professionally and in line with company policies and labor laws.

 Promote a positive and inclusive company culture by encouraging open communication and employee
engagement initiatives.
4. Performance Management:

 Lead Quarterly Performance Feedback cycles to ensure timely, constructive, and effective employee
performance reviews.

 Develop performance improvement plans and coach employees toward achieving company objectives.

 Implement a structured feedback loop, ensuring employees receive ongoing guidance, recognition, and
opportunities for improvement.

 Work with managers to identify high-potential employees and support career development and succession
planning.

5. Employee Engagement & Culture Development:

 Foster a positive and inclusive workplace culture that reflects the company’s values and mission.

 Implement engagement surveys and act on feedback to enhance employee satisfaction and retention.

 Organize team-building events, wellness programs, and initiatives to improve employee engagement and
well-being.

6. HR Policies & Compliance:

 Ensure the company’s HR policies comply with all relevant employment laws and regulations (labor laws,
health & safety, etc.).

 Update and maintain the employee handbook with clear HR policies, procedures, and benefits.

 Manage employee grievances and disciplinary procedures, ensuring fair and transparent processes.

 Maintain and ensure confidentiality of employee records and sensitive HR data.

7. Strategic HR Planning:

 Align HR initiatives with the company's long-term goals, ensuring that workforce planning, development, and
organizational design support business growth.

 Collaborate with the senior leadership team to drive HR initiatives that contribute to business success and
innovation.

 Monitor HR metrics and provide regular reporting to leadership on employee turnover, engagement levels,
training outcomes, and other KPIs.

8. Compensation & Benefits:

 Oversee the administration of employee compensation, benefits, and rewards programs.

 Ensure competitive and fair compensation structures in line with industry benchmarks.

 Evaluate and propose new benefits programs that enhance employee retention and satisfaction.

9. Leadership and Guidance:

 Lead and mentor the HR team, ensuring they are aligned with the company's objectives and have
opportunities for professional development.

 Serve as a trusted advisor to management on all HR matters, from workforce planning to employee relations.
Qualifications & Experience:

 Bachelor’s degree in Human Resources, Business Administration, or related field (Master's degree preferred).

 5+ years of HR management experience, ideally within a IT, high-tech or manufacturing industry.

 Proven experience in recruitment, training and development, and performance management.

 Strong understanding of labor laws and HR best practices.

 Experience designing and delivering monthly training programs and soft skills training.

 Excellent interpersonal, communication, and leadership skills.

 Ability to work strategically and influence at all levels of the organization.

 Proficiency with HR software systems and Microsoft Office Suite.

Skills & Competencies:

 Strategic Planning: Ability to align HR initiatives with broader company goals.

 Leadership: Proven ability to lead, mentor, and motivate teams.

 Communication: Strong verbal and written communication skills; capable of influencing stakeholders at all
levels.

 Training and Development: Experience in creating and implementing training programs that address
technical, operational, and soft skills.

 Problem-Solving: Capable of handling employee issues and conflicts professionally and in a timely manner.

 Performance Management: Strong understanding of modern performance evaluation systems and

 Time Management: Ability to handle multiple priorities and meet deadlines in a fast-paced, dynamic
environment.

Key Performance Indicators (KPIs):

 Recruitment Efficiency: Time to hire, quality of hires, and retention rate.

 Training Success: Training participation rate, skill enhancement post-training, alignment of training with
business goals.

 Performance Management: Timely completion of performance reviews, employee satisfaction with feedback
processes.

 Conflict Resolution: Time to resolve disputes, employee satisfaction with conflict resolution processes.

 Employee Engagement: Retention rates, employee survey scores, and participation in engagement activities.
Compensation & Benefits:

 Competitive salary package. (Starting Rs9LPA CTC)

 Health and wellness benefits.

 Career development opportunities.