HR Manager

Job Description — HR Manager

Company: GHV Group

Location: [Ahmedabad]

Employment: Full-time

Reporting to: Group Management

Preferred experience: 5–8 years in HR, with independent responsibility for recruitment and HR operations.

About GHV GroupGHV Group operates across businesses, including renewable energy and power facilitation. Our energy businesses coordinate with generators, industrial consumers and other stakeholders on power arrangements, agreements, approvals and ongoing operations.

Role PurposeWe are looking for a practical, organised HR Manager to take ownership of recruitment and day-to-day HR across group companies. The person should work closely with management to hire suitable employees, define responsibilities, strengthen accountability and maintain reliable employee records.

Key Responsibilities1. Recruitment and manpower planning

• Understand each department’s staffing requirements and prepare job descriptions with clear responsibilities.
• Recruit for business development, power-sector operations, accounts, administration, executive assistant and other approved positions.
• Manage sourcing, screening, interview coordination, reference checks and offer discussions within approved budgets.
• Maintain a recruitment tracker and update management on vacancies, candidate quality and joining status.

2. Joining, onboarding and employee records

• Manage joining documents, appointment letters, induction and probation reviews.
• Coordinate role-specific training with department heads, including basic understanding of GHV’s businesses and workflows.
• Maintain accurate employee files, reporting structures and job descriptions.
• Track confirmations, transfers, salary revisions and other employment changes.

3. Attendance, payroll and HR operations

• Manage attendance, leave, holidays and payroll inputs.
• Coordinate salary processing with accounts and resolve employee queries.
• Develop clear, practical policies for leave, attendance, conduct, travel and reimbursements, subject to management approval.
• Coordinate applicable employment compliance with accounts and external advisers.

4. Performance and accountability

• Help management define measurable goals and review criteria for each role.
• Track probation assessments, performance reviews and agreed improvement actions.
• Identify skill gaps and coordinate relevant training.
• Support managers in addressing performance concerns consistently and documenting decisions.

5. Employee relations and retention

• Act as an accessible point of contact for employee concerns.
• Handle grievances professionally and confidentially.
• Identify reasons for employee turnover and recommend practical improvements.
• Support a respectful workplace with clear communication and consistent application of policies.

6. Exit management and reporting

• Manage resignations, notice-period tracking, handovers and exit interviews.
• Coordinate asset clearance, access removal and final-settlement inputs with relevant teams.
• Submit a concise monthly HR report covering recruitment, headcount, attendance, payroll changes, performance reviews and pending actions.
• Candidate RequirementsMBA/PGDM in HR or a relevant qualification.
• Experience independently handling recruitment and core HR operations in a growing organisation.
• Ability to work directly with management and follow tasks through to completion.
• Strong interviewing, documentation, communication and employee-handling skills.
• Working knowledge of Excel, HR software and payroll coordination.
• Sound judgement when handling confidential employee and business information.
• Experience in renewable energy, power, engineering, industrial services or a group-company environment would be an advantage.
• Expected Outcomes in the First 90 DaysReview existing employee records, policies and recruitment requirements.
• Prepare an organisation chart and clarify responsibilities for priority roles.
• Establish recruitment, onboarding, attendance and probation-review trackers.
• Introduce a simple monthly HR report and performance-review calendar.
• Present priority HR gaps and an action plan to management.
• How Performance Will Be MeasuredQuality and timeliness of hiring.
• Joining success and retention during probation.
• Accuracy of employee records and payroll inputs.
• Timely completion of reviews and HR actions.
• Effective resolution of employee concerns.
• Completion of agreed compliance coordination and documentation.

Compensation: Based on experience and suitability.