HR Generalist Chinni Nambi Enterprises LLP

PURPOSE OF THE JOB

• Execute core HR functions, ensuring smooth employee lifecycle management from onboarding to exit.
• Handle day-to-day HR operations, including onboarding formalities, attendance tracking, leave management, performance monitoring, employee relations, and exit formalities.
• Ensure effective implementation of HR policies and procedures to maintain compliance and foster a positive workplace culture.
• Utilize the HRIS for efficient tracking, reporting, and management of employee data and HR processes.
• Maintain and update the entire employee database, ensuring accuracy and timely updates of employee records, personal details, and employment history.
• Provide accurate payroll inputs, including salary changes, deductions, attendance records, leave data, and other payroll-related details to the finance/payroll team.
• Oversee the processing of incentives, increments, and rewards & recognition programs.
• Coordinate with the HR Manager to support employee engagement initiatives and training & development programs.
• Prepare and maintain HR-related MIS reports for management review.

INDUSTRY KNOWLEDGE

• Strong understanding of labor laws, statutory compliance, and best HR practices.
• Hands-on experience in HR technology tools, HRIS platforms, and data management.
• Ability to implement and monitor HR policies, conduct audits, and ensure workplace compliance.
• Familiarity with incentive processing, rewards & recognition programs, and employee engagement strategies.

FUNCTIONAL COMPETENCIES

• HR Operations
• Policy Implementation
• Employee Relations & Engagement
• Talent Management
• Performance Appraisal
• Compliance & HR Documentation
• HR Technology & HRIS Management

ROLES & RESPONSIBILITIES

Onboarding

• Conduct and manage all joining formalities, including documentation verification, background checks, and benefits enrollment.
• Ensure smooth coordination with internal teams for workstation setup, IT access, and necessary resources for new hires.
• Conduct HR inductions and orientation sessions to familiarize new employees with company policies, culture, and expectations.
• Maintain a structured onboarding process and track completion to ensure compliance and efficiency.

Employee Relations & Engagement

• Act as a primary point of contact for employee queries, ensuring prompt resolution.
• Assist in organizing and implementing employee engagement initiatives, including R&R programs, incentives, and cultural activities.
• Address and resolve employee grievances in a fair and transparent manner.

Performance Management & Talent Development

• Assist in coordinating the performance appraisal process, ensuring timely feedback collection and documentation.
• Support managers in implementing performance improvement plans (PIP) for employees as required.
• Gather and compile training needs assessments and competency mapping data.
• Coordinate and track participation in training and development programs.

HR Policy Implementation & Compliance

• Ensure consistent application and adherence to HR policies, labor laws, and statutory requirements.
• Maintain and regularly update HR policies, employee handbooks, and compliance documentation.

Time & Attendance Management and Payroll Inputs

• Monitor and manage employee attendance, leaves, late arrivals, and overtime records through HRMS or other tracking systems.
• Ensure compliance with leave policies and escalate discrepancies when necessary.
• Provide accurate payroll inputs, including attendance data, leave records, loss of pay (LOP) calculations, expenses related to travel (according to the Travel policy) and
• incentive details to the finance/payroll team.
• Process increments, incentives, and rewards & recognition payouts as per company policy.

HR Compliance Adherence

• Ensure compliance with labor laws, statutory regulations, and company policies.
• Conduct periodic HR audits to verify adherence to legal and policy requirements.
• Maintain statutory registers and assist in labor law documentation and compliance-related activities.
• Support responses to legal notices, employee grievances, and labor-related disputes.

HR Documentation & HRMS Utilization

• Maintain accurate and up-to-date employee records and HR documentation.
• Fully utilize HRMS for tracking employee data, generating reports, and managing HR operations.

Exit Management

• Manage the exit process, including conducting exit interviews, processing full & final settlements, and ensuring clearance formalities are completed.
• Document and analyze exit trends to identify potential areas for retention improvement.

MIS Reporting

• Prepare and maintain
• HR-related MIS reports with headcount and attrition.