HR Executive

Position overview

Experience: A minimum of 1 year and a maximum of 3 years of experience as HR in a manufacturing industry is mandatory.

Qualification: B.E. in Electrical, Electronics or Mechanical Engineering, or B.Sc. in Electronics is mandatory.

Compensation: Attractive salary and benefits; salary up to ₹50,000.

Role purpose

Manage candidate sourcing and initial screening while supporting trainees and existing employees through regular conversations, training follow-up and performance reviews. Act as an approachable contact for employees, clarify expectations on both sides and help management make informed decisions on employee development, retention and career progression.

Recruitment and candidate sourcing

• Understand vacancies, job requirements and screening criteria in consultation with management and the respective department heads.
• Prepare and publish job advertisements; source candidates through job portals, databases, referrals and other suitable channels.
• Screen resumes, shortlist suitable candidates and conduct first-level interviews to assess communication, attitude, role expectations and suitability against agreed criteria.
• Coordinate technical or departmental interviews, communicate with candidates and follow up on selection and joining.
• Maintain an updated recruitment tracker covering applications, screening feedback, interview status and joining progress.

Trainee engagement and onboarding

• Connect with newly joined trainees on alternate working days through brief, informal conversations of around 10 minutes to understand their comfort, challenges and support needs.
• Explain whom to approach for assistance and encourage trainees to raise concerns early. Coordinate support and follow through until the matter is addressed.
• Clarify company expectations, role responsibilities, reporting arrangements and training plans; understand the trainee’s expectations and discuss any gaps.
• Record relevant feedback, concerns, agreed actions and follow-up status in individual trainee records.

Training progress and performance follow up

• Hold brief reviews of around 10–15 minutes with the respective department heads on alternate working days to track training, assessment results and readiness for the next level of responsibility.
• Track skill development, learning speed, work quality, productivity, attitude, discipline, neatness, safety practices and reporting behaviour using evidence provided by the responsible assessors.
• Check that assessment criteria are clear, relevant to the role and measurable wherever possible. Obtain clarification from technical assessors where criteria or ratings are unclear.
• Coordinate a weekly review with trainees and department heads to review progress, identify support needs and agree achievable targets and training priorities for the following week.
• Maintain a three-month progress record for each trainee, showing baseline performance, improvement, assessment feedback and outstanding gaps.
• At the end of three months, consolidate departmental feedback and recommend confirmation or continuation, additional training or discontinuation for management’s decision.
• Identify demonstrated improvement and recommend suitable recognition, increments, incentives or promotions to management, supported by assessment evidence.

Employee engagement and grievance support

• Arrange individual conversations with existing employees on a rotating schedule so that every employee receives a structured discussion at least once every three months. Allocate approximately 30–60 minutes per discussion, with earlier follow-up where required.
• Create an approachable environment for employees to discuss genuine work concerns, interpersonal difficulties, harassment concerns, health issues or personal circumstances they choose to share that affect work.
• Listen fairly, document only relevant information, handle sensitive matters discreetly and refer concerns to the appropriate responsible person or channel. Follow up on action and communicate progress to the employee.
• Coordinate with department heads to review skill, speed, quality, attitude and overall contribution using consistent criteria and supporting examples.
• Discuss strengths, areas for improvement and practical next goals. Help employees understand training options, suitable internal opportunities and the steps required to progress.

Career development and management coordination

• Match employee strengths and demonstrated skills with suitable responsibilities and potential opportunities across departments, in consultation with department heads.
• Explain approved career paths, promotion criteria and applicable salary progression without making commitments beyond management approval.
• Present employee concerns and development needs fairly to management while communicating company expectations clearly to employees.
• Provide concise updates on recruitment, trainee progress, overdue reviews, unresolved concerns and recommendations requiring management action.

Required capabilities

• Ability to source candidates, screen resumes and conduct structured first-level interviews.
• Strong listening, communication and follow-up skills, with the ability to build trust and handle difficult conversations professionally.
• Ability to maintain accurate records, use spreadsheets or HR tracking systems and convert feedback into clear action points.
• Ability to coordinate with department heads, question unclear assessment criteria and track measurable development goals.
• Technical knowledge is not mandatory. A technical background or experience in a manufacturing environment would be a strong advantage when discussing roles and coordinating with technical teams.

Indicative daily work allocation

• The following schedule is a planning guide and can be adjusted for recruitment volume, employee review appointments and urgent concerns.
• 2hrs - Trainee conversations, department follow-up, scheduled reviews and record updates.
• 3hrs - Candidate sourcing, resume screening and recruitment coordination.
• 2hrs - Scheduled first-level interviews and interview coordination
• 1hr - Reserve dedicated slots for permanent employee discussions and follow-up.

Measures of success

Suitable candidate shortlists; timely screening and interview coordination; completion of trainee check-ins and quarterly employee discussions; clear weekly development targets; complete three-month trainee reviews; and timely follow-up of employee concerns and management decisions.