Role:HR Recruiter Key Roles and Responsibilities<ul><li><p>Interview Coordination: Scheduling interviews between candidates and hiring managers, ensuring a seamless candidate experience.</p></li><li><p>Offer Negotiation: Extending job offers, conducting salary negotiations, and managing the onboarding process.</p></li><li><p>Employer Branding: Promoting the company as a great place to work to attract top talent.</p></li><li><p>Record Management: Maintaining accurate candidate data in the Applicant Tracking System (ATS)</p></li></ul><ul><li><p>Sourcing & Talent Acquisition: Proactively finding candidates via LinkedIn, social media, job boards, and networking events.</p></li><li><p>Job Posting & Description: Crafting and updating job advertisements to attract qualified talent.</p></li><li><p>Screening & Evaluation:Reviewing resumes and conducting preliminary phone or video interviews to assess skills and cultural fit.</p></li></ul><h3>experience</h3>2

Job Title: HR Manager/HR Head<br /><br />Experience: 5–10 years<br />Job Summary<br />seeking a results-driven and proactive HR Manager/People Manager to lead our Human<br />Resources function and build a high-performance, people-first culture. The role demands a strategic thinker<br />with strong operational execution capabilities, responsible for driving HR strategy, organizational<br />development, talent acquisition, performance management, compliance, and employee engagement. The<br />ideal candidate will act as a trusted advisor to leadership while strengthening HR systems, processes, and<br />the overall workplace experience.Key Responsibilities<br />1. Recruitment & Talent Acquisition<br />• Develop and execute robust strategies to attract and retain high-caliber talent.<br />• Lead full-cycle recruitment: sourcing, evaluation, interviews, and onboarding.<br />• Maintain a proactive talent pipeline for critical and leadership positions.<br />2. Organizational Development<br />• Drive OD initiatives to improve organizational structure, efficiency, and workforce capabilities.<br />• Partner with management to reinforceculture, values, and long-term vision.<br />• Conduct organizational health assessments and lead improvement interventions.<br />3. Leadership & People Development<br />• Work with the CEO and department heads to identify leadership gaps and development priorities.<br />• Implement targeted training and mentoring programs for managers and high-potential employees.<br />• Promote a continuous learning and internal career progression environment.<br />4. Employee Engagement & Relations<br />• Build and promote engagement programs that enhance morale, retention, and collaboration.<br />• Manage employee grievances and conflict resolution with professionalism and empathy.<br />• Advise employees and management to foster a transparent and trust-based work environment.<br />5. HR Policy & Compliance<br />• Ensure compliance with statutory regulations, labor laws, and HR governance practices.<br />• Update, communicate, and enforce HR policies, employee handbooks, and agreements.<br />• Strengthen HR audits, documentation, and compliance readiness.<br />6. Performance Management<br />• Lead performance appraisal cycles, KRAs/KPIs alignment, and goal-setting frameworks._________________________________<br />Member of ezee ENERGY Group Germany• Train managers on feedback delivery and capability-based performance reviews.<br />• Ensure data-driven performance outcomes that support growth, rewards, and development.<br />7. Learning & Development<br />• Conduct training needs analysis and coordinate tailored learning interventions.<br />• Manage in-house and external learning programs, workshops, and skill-building initiatives.<br />• Track training effectiveness and ensure alignment with business needs.<br />8. Payroll & Benefits Administration<br />• Oversee accurate and timely payroll processing with statutory compliance.<br />• Manage benefits including health insurance, leave, and employee welfare programs.<br />• Recommend improvements in compensation and benefits structure.<br />9. Strategic HR Planning<br />• Align HR strategy with organizational priorities and long-term workforce planning.<br />• Drive manpower planning, succession planning, and organizational restructuring efforts.<br />• Support change management initiatives and operational scalability.<br />10. Executive Support<br />• Assist the CEO/ DTs/TLs in strategic initiatives, organizational planning, and decision-making.<br />• Execute special cross-functional projects as directed by leadership.ASK Matrix (Attitude – Skills – Knowledge)<br />A. Attitude<br />• High ownership mindset with a proactive and solutions-driven approach.<br />• Strong ethical standards, confidentiality, and fairness.<br />• Empathy, emotional intelligence, and a people-first leadership style.<br />• Positive, resilient, and adaptable to fast-changing organizational needs.<br />• Collaborative mindset with the ability to influence without authority.<br />• Commitment to continuous improvement and process discipline.<br />S. Skills<br />• Talent acquisition, interviewing, and competency-based assessment.<br />• Strong communication, conflict resolution, and negotiation skills.<br />• Leadership coaching, team development, and stakeholder management.<br />• HR analytics, MIS reporting, and data-driven decision-making.<br />• Proficiency in HRIS, payroll systems, and performance management tools._________________________________<br />Member of ezee ENERGY Group Germany• Policy drafting, process design, and compliance management.<br />• Training facilitation, organizational development tools, and change management.<br />K. Knowledge<br />• Deep understanding of Indian labor laws, statutory compliance, and HR regulations.<br />• Expertise in HR operations: recruitment, payroll, performance management, L&D.<br />• Knowledge of organizational design, cultural frameworks, and competency models.<br />• Familiarity with HR technology platforms (e.g., GreytHR).<br />• Understanding of industry-specific HR needs—preferably Renewable Energy, IoT, or Manufacturing<br />sectors.<br />• Awareness of best practices in leadership development, employee engagement, and workforce<br />planning.Qualifications<br />• Bachelor’s or Master’s degree in HR, Business Administration, or related field.<br />• 5–10 years of progressive HR experience with leadership responsibilities.<br />• Strong command of HR best practices, labor law, and people development methodologies.Preferred Skills & Experience<br />• Experience in Renewable Energy, IT, IoT, or Engineering/Manufacturing environments.<br />• Exposure to organizational transformation, culture-building, and scale-up environments.<h3>experience</h3>10

Key Deliverables:  Compliance, Recruitment, Employee Engagement, Selection, Employee Grievance • Recruitment, Employee Engagement, Selection, Employee Grievance, Compliance. • Oversee the end-to-end recruitment process, including creating compelling job descriptions and leveraging job portals to attract top talent. • Develop and implement training programs that promote continuous professional development and skill enhancement for employees. • Collaborate with department heads to understand hiring needs. • Act as a point of contact for employees regarding HR policies, procedures, and concerns. • Handle employee grievances, disciplinary actions, and conflict resolution in a fair and timely manner. • Ensure compliance with all applicable labour laws, statutory requirements, and company policies. • Manage statutory compliances such as PF, ESIC, Gratuity, Bonus, and maintain required documentation and records. • Coordinate audits, inspections, and ensure timely submission of statutory returns. • Foster a positive workplace environment by promoting engagement initiatives and open communication. • Manage and oversee the implementation of workplace safety, diversity, and equality initiatives. • Maintain accurate HR databases, analyse HR metrics, and provide insights for informed decision-making. • Plan and coordinate employee engagement activities, wellness programs, and company events. • Manage the offer process, ensuring timely and efficient communication with candidates. • Ensure smooth onboarding as well as exit process for employees. • Take end-to-end ownership of HR compliances across all manufacturing plant sites. • Possess in-depth knowledge of labour laws across multiple states and a strong understanding of the impact and implementation of the new Wage Code. Desired Candidate Profile  • Excellent interpersonal, communication, and negotiation skills. • Ability to manage multiple priorities and work in a fast-paced environment. • Problem-solving and conflict-resolution skills. • Proficient with Microsoft Office applications (MS Excel, PowerPoint & Word) • High level of professionalism and confidentiality.<h3>experience</h3>10