HR Executive

Company: SHIPRYD

Department: Human Resources & Administration

Job Title: HR Executive

Experience Required: 2–3 years

Employment Type: Full-time

Work Mode: On-site

Location: Delhi/NCHR Operations & Employee Relations

R (as applicable)

Salary: Competitive, based on experience and capabilities

Reporting To: Founder / CEO / Management

About SHIPRYDSHIPRYD is an electric mobility and logistics business focused on fleet leasing, last-mile delivery, and franchise-led expansion. As our business grows, we are looking for a responsible, mature, and proactive HR Executive who can independently manage the company's HR operations and employee-related matters across all departments.

Job OverviewWe are looking for a capable HR professional who can take ownership of the complete HR function of SHIPRYD. The selected candidate will be responsible for recruitment, onboarding, attendance, payroll coordination, employee engagement, performance management, workplace discipline, grievance handling, and HR administration.

This is a standalone HR position. The candidate must be confident enough to manage employees across different departments, resolve workplace conflicts, handle sensitive situations professionally, and support management during challenging business periods.

The ideal candidate should be firm but fair, emotionally mature, solution-oriented, and capable of balancing employee welfare with company policies and business requirements.

• Key Responsibilities1. Complete HR Operations ManagementIndependently manage day-to-day HR operations across all company departments.
• Develop, implement, and maintain HR policies, procedures, employee records, and documentation.
• Maintain employee databases, personnel files, joining records, and separation documentation.
• Ensure employees understand company rules, policies, reporting structures, and workplace expectations.
• Coordinate with department heads and management on all employee-related matters.
• 2. Recruitment & Talent AcquisitionManage end-to-end recruitment for sales, operations, technology, marketing, administration, and other departments.
• Prepare job descriptions, publish vacancies, screen resumes, conduct initial interviews, and coordinate final interviews.
• Source candidates through job portals, referrals, social media, and other recruitment channels.
• Coordinate salary discussions, offer letters, appointment letters, and joining formalities.
• Track vacancies, hiring timelines, recruitment costs, and joining rates.
• 3. Employee Relations & Conflict ResolutionHandle employee complaints, interpersonal conflicts, disagreements, and workplace grievances professionally.
• Listen to employees, investigate concerns fairly, and recommend practical solutions.
• Manage difficult conversations, disciplinary issues, repeated absenteeism, misconduct, and performance-related concerns.
• Maintain a professional working environment based on accountability, respect, and clear communication.
• Act as the primary HR contact for employees across all departments.
• Handle sensitive matters confidentially and escalate serious legal, safety, or misconduct concerns to management.
• 4. Employee Retention & Difficult SituationsHandle challenging employee situations calmly, including disputes, resignations, dissatisfaction, and sudden attrition.
• Support management in communicating difficult business decisions to employees.
• Address employee concerns regarding compensation, workload, incentives, working hours, and management expectations.
• Develop practical employee retention and engagement initiatives within the company's budget.
• Help resolve misunderstandings between employees and management while maintaining fairness and professionalism.
• Maintain employee morale and business continuity during periods of operational or financial pressure.
• 5. Payroll, Attendance & Salary CoordinationMaintain attendance, leave records, overtime records where applicable, and monthly payroll inputs.
• Coordinate salary processing with the accounts or finance team.
• Verify employee salary calculations, incentives, deductions, reimbursements, and applicable statutory contributions.
• Communicate salary-processing timelines and resolve payroll-related queries.
• If salary payments are delayed, coordinate with management and finance to communicate accurate timelines, maintain proper records, and respond to employee concerns professionally.
• Maintain payroll confidentiality and ensure salary-related matters are handled consistently and lawfully.

Important: The HR Executive must be capable of handling employee concerns during salary delays without making false promises, concealing information, or pressuring employees to accept unlawful delays. Any delay must be escalated to management, with a clear plan to resolve outstanding payments and comply with applicable wage laws.

• 6. Performance Management & Employee DisciplineEstablish and maintain employee attendance, punctuality, leave, and conduct policies.
• Coordinate probation reviews, performance appraisals, confirmation letters, and improvement plans.
• Work with managers to identify performance gaps and establish measurable improvement goals.
• Document warnings, performance discussions, and disciplinary actions appropriately.
• Handle employee exits, notice periods, handovers, full-and-final settlement coordination, and exit interviews.
• 7. Employee Onboarding & OffboardingConduct joining formalities, document verification, induction, and policy briefings.
• Ensure employees receive offer letters, appointment letters, role descriptions, and relevant HR documents.
• Coordinate employee ID creation, system access requests, and departmental introductions.
• Manage resignations, exit documentation, asset recovery, clearance, and final settlement coordination.
• 8. HR Policies, Compliance & DocumentationMaintain accurate and up-to-date HR policies, registers, employee contracts, and personnel records.
• Coordinate applicable labour-law compliance, including wage requirements, leave, working hours, statutory benefits, and workplace safety.
• Support compliance with applicable PF, ESI, professional tax, gratuity, POSH, and other requirements where relevant to the company's workforce and legal obligations.
• Coordinate with external consultants, payroll providers, or legal professionals when specialist advice is required.
• Maintain confidentiality of employee personal information, compensation, complaints, and disciplinary records.
• 9. Employee Engagement & Workplace CultureConduct employee feedback sessions and engagement activities.
• Promote a disciplined, respectful, productive, and accountable workplace.
• Identify recurring employee concerns and recommend improvements to management.
• Support communication between management and employees.
• Encourage employees to meet their responsibilities while ensuring their concerns are heard and addressed fairly.
• 10. HR Reporting & Management SupportPrepare daily, weekly, and monthly HR reports.
• Track headcount, hiring status, attendance, attrition, leave, payroll inputs, and employee issues.
• Maintain an employee master database and an updated organizational structure.
• Provide management with clear updates on workforce challenges, recruitment needs, and HR risks.
• Recommend practical solutions to improve employee productivity, retention, and HR processes.
• Required Qualifications & ExperienceBachelor's degree in Human Resources, Business Administration, or a related field preferred.
• Minimum 2–3 years of hands-on experience in HR operations, employee relations, and generalist HR responsibilities.
• Previous experience managing HR independently in a startup, SME, or growing organization is highly preferred.
• Practical knowledge of recruitment, payroll coordination, attendance, employee documentation, performance management, and employee grievance handling.
• Familiarity with applicable Indian labour laws and statutory compliance.
• Proficiency in Excel or Google Sheets, HRMS tools, email, and HR documentation.
• Strong written and verbal communication skills in Hindi and English.
• Essential Skills & Personal QualitiesStrong employee management and conflict-resolution skills.
• Ability to remain calm and professional during difficult conversations.
• Firm, fair, mature, and solution-oriented approach.
• Strong decision-making, negotiation, and problem-solving abilities.
• High integrity and the ability to maintain confidentiality.
• Confidence in communicating company policies and management decisions.
• Ability to manage multiple departments without requiring constant supervision.
• Strong organizational skills and attention to detail.
• Ability to distinguish between issues that can be resolved independently and matters requiring management or legal intervention.

Key Performance Indicators (KPIs)The HR Executive's performance will be evaluated based on:

• Recruitment turnaround time and successful hiring.
• Employee attendance and documentation accuracy.
• Timely and accurate payroll inputs.
• Employee grievance resolution time and quality.
• Employee retention and avoidable attrition.
• Completion of onboarding and exit formalities.
• HR policy implementation and compliance tracking.
• Quality and timeliness of HR reports.
• Employee satisfaction and workplace discipline.
• Ability to manage HR operations independently across departments.
• Compensation & Career GrowthCompetitive fixed salary based on experience and skills.
• Opportunity to take ownership of the company's complete HR function.
• Direct exposure to senior management and business operations.
• Career progression to HR Manager or Head of HR based on performance and company growth.

Who Should Apply?We are looking for an HR professional who can independently manage people, policies, processes, and workplace challenges—not someone whose experience is limited to recruitment or interview scheduling.

The ideal candidate should be comfortable dealing with employees at every level, resolving conflicts, communicating difficult decisions, managing salary-related concerns responsibly, and ensuring smooth HR operations across the organization.

If you are a mature, dependable, and solution-oriented HR professional who can take complete ownership of HR operations in a growing company, we would like to hear from you.

You can also mail us at amar@shipryd.com