What experience is usual for an HR manager?

Typically eight years or more in HR, with some time leading people. In smaller companies the title is sometimes given at five to seven years where the role is closer to a senior generalist.

Does the HR manager need labour law knowledge?

Yes, at a working level. They need to know which laws apply, what the recurring obligations are and when to take legal advice. A dedicated compliance officer or consultant may handle detail in larger organisations.

Should an HR manager also do recruitment?

In many companies under a few hundred employees, yes. If hiring volume is high, a separate recruiter role usually makes more sense, and the posting should say which model you use.

Job description

HR manager: what the role owns and how to advertise it

The HR manager is accountable for the people function: policies, the HR team, compliance outcomes and the advice leadership relies on.

Companies on HRMagix: 120+
Employees managed: 9,000+
Integrated modules: 12
Free trial, no card: 14-day

What the role is for

An HR manager is accountable rather than hands-on for most transactions. In a mid-sized company the HR manager is often the most senior HR person, reporting to a director or the CEO, with executives and specialists below.

The role decides how HR works: which policies exist, how the appraisal cycle runs, who handles payroll and compliance, and how disputes and disciplinary cases are resolved. It is also the person an inspector, auditor or employee lawyer will ask to speak to.

Key responsibilities

Write, review and get approval for HR policies: leave, attendance, conduct, travel, overtime and the employee handbook.
Lead and allocate work across the HR team, and set service standards for employee queries and turnaround times.
Own the annual HR calendar: appraisal cycle, salary revision, leave year-end and statutory deadlines.
Make sure EPF, ESI, Professional Tax, LWF and Shops and Establishments obligations are met, whether handled in-house or by a provider.
Approve the monthly payroll before release, or sign off the inputs where finance owns payroll.
Handle disciplinary matters, show-cause notices and domestic enquiries, and decide when legal advice is needed.
Set up and support the Internal Committee under the POSH Act and make sure its annual obligations are met.
Prepare the HR budget and headcount plan with finance and leadership.
Report headcount, attrition, hiring progress and HR costs to leadership each month.
Choose and manage HR vendors: recruitment agencies, background verification, payroll providers and HR software.
Coach managers on difficult conversations, probation decisions and performance improvement plans.

Skills and qualifications

Postgraduate qualification in HR, personnel management or labour law, or equivalent experience.
Sound working knowledge of Indian labour laws relevant to your sector and states.
Experience leading a small team and managing external vendors.
Judgement in employee relations and disciplinary matters.
Ability to present data and recommendations to senior leadership.
Familiarity with HRMS reporting and payroll processes.

How this role differs from the roles next to it

The HR manager owns the HR function and its policies. An HR business partner, by contrast, is attached to a business unit and advises its leaders on people decisions, usually without line responsibility for HR operations, which sit with a shared services or operations team.

An HR generalist works across HR areas but within policies someone else sets. The HR executive executes processes. In very small companies one person may hold the HR manager title while doing generalist work; the posting should say which it really is.

Adapting the posting to your company

Watch for itBe explicit about scope: number of employees and sites, size of the HR team reporting in, whether payroll is in-house or outsourced, and whether the role covers factory or contract workforces. These change the candidate profile far more than the title does.

Template

The template, ready to adapt

Replace everything in [square brackets]. Have your own legal or HR adviser review the final wording for your organisation.

Template

HR Manager
[Company] | [Location] | Full-time

About us
[Two or three sentences about the company, its sector and size.]

About the role
We are hiring an HR manager to lead HR for [number] employees across [number] locations. You will report to [Reporting to] and lead a team of [number].

What you will do
- Own HR policies and the employee handbook, and keep them current
- Lead the HR team and set service standards
- Run the appraisal and salary revision cycles
- Ensure statutory compliance across EPF, ESI, Professional Tax, LWF and state establishment laws
- Approve monthly payroll inputs and outputs [in-house / with our payroll provider]
- Handle employee relations, disciplinary matters and POSH obligations
- Plan headcount and the HR budget with finance
- Report people metrics to leadership

What you will bring
- Postgraduate qualification in HR or a related field
- [Experience range] in HR, including [number] years managing people
- Working knowledge of Indian labour law for [sector / states]
- Experience with HRMS and payroll processes
- Sound judgement and clear communication with senior leaders

How to apply
Send your CV to [Email] with the subject line "HR Manager: [Location]".

FAQs

Questions about this page

Typically eight years or more in HR, with some time leading people. In smaller companies the title is sometimes given at five to seven years where the role is closer to a senior generalist.
Yes, at a working level. They need to know which laws apply, what the recurring obligations are and when to take legal advice. A dedicated compliance officer or consultant may handle detail in larger organisations.
In many companies under a few hundred employees, yes. If hiring volume is high, a separate recruiter role usually makes more sense, and the posting should say which model you use.

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What the role is for

Key responsibilities

Write, review and get approval for HR policies: leave, attendance, conduct, travel, overtime and the employee handbook.

Lead and allocate work across the HR team, and set service standards for employee queries and turnaround times.

Own the annual HR calendar: appraisal cycle, salary revision, leave year-end and statutory deadlines.

Make sure EPF, ESI, Professional Tax, LWF and Shops and Establishments obligations are met, whether handled in-house or by a provider.

Approve the monthly payroll before release, or sign off the inputs where finance owns payroll.

Handle disciplinary matters, show-cause notices and domestic enquiries, and decide when legal advice is needed.

Set up and support the Internal Committee under the POSH Act and make sure its annual obligations are met.

Prepare the HR budget and headcount plan with finance and leadership.

Report headcount, attrition, hiring progress and HR costs to leadership each month.

Choose and manage HR vendors: recruitment agencies, background verification, payroll providers and HR software.

Coach managers on difficult conversations, probation decisions and performance improvement plans.

Skills and qualifications

Postgraduate qualification in HR, personnel management or labour law, or equivalent experience.

Sound working knowledge of Indian labour laws relevant to your sector and states.

Experience leading a small team and managing external vendors.

Judgement in employee relations and disciplinary matters.

Ability to present data and recommendations to senior leadership.

Familiarity with HRMS reporting and payroll processes.

How this role differs from the roles next to it

HR Manager [Company] | [Location] | Full-time About us [Two or three sentences about the company, its sector and size.] About the role We are hiring an HR manager to lead HR for [number] employees across [number] locations. You will report to [Reporting to] and lead a team of [number]. What you will do - Own HR policies and the employee handbook, and keep them current - Lead the HR team and set service standards - Run the appraisal and salary revision cycles - Ensure statutory compliance across EPF, ESI, Professional Tax, LWF and state establishment laws - Approve monthly payroll inputs and outputs [in-house / with our payroll provider] - Handle employee relations, disciplinary matters and POSH obligations - Plan headcount and the HR budget with finance - Report people metrics to leadership What you will bring - Postgraduate qualification in HR or a related field - [Experience range] in HR, including [number] years managing people - Working knowledge of Indian labour law for [sector / states] - Experience with HRMS and payroll processes - Sound judgement and clear communication with senior leaders How to apply Send your CV to [Email] with the subject line "HR Manager: [Location]".