HR Executive

An HR Executive specializing in salary calculation—often referred to as a Payroll Specialist or Compensation & Benefits Executive—is the backbone of employee satisfaction and legal compliance. This role bridges the gap between Human Resources and Finance.

Below is a structured Job Description (JD) tailored for this specific focus.

Job Title: HR Executive (Payroll & Compensation)

Role Objective

To ensure the accurate and timely processing of employee salaries, manage statutory compliance, and maintain the integrity of the organization’s compensation data.

Key Responsibilities

1. End-to-End Payroll Processing

• Data Collection: Gathering attendance data, overtime logs, and leave records from the HRIS or biometric systems.

• Calculation: Computing gross and net salaries by factoring in basic pay, HRA, incentives, bonuses, and special allowances.

• Deductions: Managing statutory deductions (Income Tax/TDS, Provident Fund, ESI, Professional Tax) and voluntary deductions (loan repayments, insurance).

• Disbursement: Coordinating with the Finance department or banks for the timely transfer of salaries and generating monthly pay slips.

2. Statutory Compliance & Reporting

• Ensuring all payroll activities align with federal, state, and local labor laws.

• Preparing and filing monthly/quarterly returns for PF, ESIC, and TDS.

• Managing year-end processes, including Form 16 issuance and investment declaration verification.

• Generating payroll reports for management, including headcount costs, budget variances, and tax liabilities.

3. Employee Life-cycle Management

• Onboarding: Setting up new hire profiles in the payroll system and ensuring correct CTC (Cost to Company) mapping.

• Changes: Processing salary revisions, promotions, and transfers within the payroll software.

• Full & Final (F&F): Calculating final settlements for exiting employees, including gratuity, notice pay, and leave encashment.

4. Query Management

• Acting as the primary point of contact for employee queries regarding salary discrepancies, tax computations, or benefit plans.

• Maintaining high levels of confidentiality and data security for sensitive financial information.

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