Reports To: Head – HR / Management (Arcot Group)

About the Role

The HR Manager will lead the HR function for Arcot Group across both offices, with primary responsibility for Compensation & Benefits, HR Compliance, HR Operations, and managing the HR team . The role is both strategic and hands-on, ensuring that HR practices are compliant, efficient, data-driven, and aligned with business goals.

This role is ideal for a seasoned HR professional who can design structures and policies , manage stakeholders, and lead an HR team while still being closely involved in critical HR operations.

Key Responsibilities

1. Compensation & Benefits Strategy & Governance

• Own the overall Compensation & Benefits framework for Arcot Group in alignment with business and market benchmarks.
• Oversee and approve monthly compensation inputs (salary structures, CTC breakdowns, allowances, variable pay, reimbursements) prepared by the HR Executive / team.
• Review payroll reports, validate data, and ensure error-free and timely salary processing in coordination with Finance.
• Design, implement, and periodically review increment structures, salary bands, and bonus structures ensuring fairness, internal equity, and compliance.
• Lead negotiations for compensation during offers, internal moves, corrections, and retention cases, in line with defined salary architecture.
• Oversee the management of employee benefits including PF, ESIC, Gratuity, Insurance, Bonus, and leave policies; periodically review vendors and benefit structures.
• Conduct and drive periodic internal audits of compensation & benefits to ensure alignment with labour laws and company policies.

2. HR Compliance, Policies & Audit Ownership

• Own end-to-end statutory compliance for HR (PF, ESIC, PT, Shops & Establishments, Bonus Act, Gratuity, etc.) across all locations.
• Liaise with labour consultants, auditors, and government authorities; ensure all filings, inspections, and responses are completed on time.
• Draft, review, implement, and periodically update HR policies, SOPs, and employee handbook in consultation with Management.
• Drive HR policy communication, training, and adherence across all departments.
• Own POSH policy implementation, IC coordination, periodic awareness sessions, and statutory documentation.
• Lead HR audits (internal & external), ensure closure of observations, and build robust controls around HR processes and documentation.

3. HR Operations & HRMS Oversight

• Oversee HRMS (e.g., GreytHR) configuration, workflows, and data integrity for attendance, leave, and employee records.
• Ensure standardized HR operations across both locations – joining, ID creation, probation confirmations, letters, status changes, etc.
• Define and monitor TATs and SLAs for key HR processes (onboarding, letters, F&F, query resolution, etc.).
• Build HR dashboards and MIS for management: headcount, attrition, hiring, overtime, cost of labour, leave utilization, compliance status, etc.

4. Talent Acquisition & Onboarding Leadership

• Partner with business leaders to understand manpower plans and close positions within agreed timelines.
• Guide and support the HR Executive / Recruiters on sourcing, screening, and managing the candidate pipeline.
• Approve job descriptions, offers, and compensation fitment for new hires.
• Ensure structured onboarding and induction experience across roles and locations, with clear checklists and ownership.

5. Employee Lifecycle, Engagement & ER

• Oversee end-to-end employee lifecycle – onboarding, confirmation, transfers, role changes, performance-linked changes, and exits.
• Ensure consistent and fair handling of employee grievances, disciplinary issues, and conflict resolution ; manage sensitive cases directly.
• Drive employee engagement initiatives, recognition programs, communication forums, and culture-building efforts across teams.
• Review exit interviews, identify trends, and recommend actions to Management to reduce unwanted attrition.

6. HR Team Management & Stakeholder Collaboration

• Lead and manage the HR team (HR Executive(s), recruiters, coordinators) – including work allocation, mentoring, performance management, and capability building .
• Set clear KRAs/KPIs for the HR team and monitor performance against defined standards and timelines.
• Conduct regular 1:1s and reviews with team members to maintain quality and consistency in HR service delivery.
• Act as a key HR business partner for Founders/Management and department heads, providing data-backed insights and recommendations.
• Collaborate closely with Finance, Admin, and IT for seamless payroll, facilities, and HR operations.

7. HR Analytics & Continuous Improvement

• Use HR data and analytics to provide insights on cost, productivity, attrition, engagement, and compliance.
• Identify process gaps and drive continuous improvement in HR processes , systems, and policies.
• Evaluate and recommend HR tools/automation opportunities that can improve efficiency and employee experience.

Key Skills & Requirements

• Postgraduate degree (MBA / PGDM in HR preferred); a strong graduate profile in HR / Commerce / related fields may be considered with relevant experience.
• 6–9 years of progressive HR experience with strong exposure to C&B, HR compliance, and HR operations , including at least 2–3 years in a supervisory or managerial role.
• Deep understanding of Indian labour laws, statutory compliances, and HR best practices for SMEs / growing organizations.
• Strong hands-on experience with HRMS platforms (GreytHR preferred), MS Excel (VLOOKUP, Pivot Tables), and HR reporting.
• Proven experience in managing payroll inputs, audit readiness, and handling labour/statutory queries.
• Demonstrated ability to lead small HR teams, manage stakeholders, and handle sensitive employee relations matters.
• Excellent communication, negotiation, analytical, and decision-making skills.
• High levels of integrity, confidentiality, and ownership.

Why Join Arcot Group

• Lead the HR function for a growing, multi-location organization with direct visibility to Management.
• Opportunity to shape Compensation, Compliance, and People Operations frameworks from the ground up.
• A culture that values transparency, compliance, and continuous learning, with room for career growth.