HR/Admin HR Executive

Nextechcraft is looking for a proactive and responsible HR Executive / HR Recruiter who will be responsible for hiring employees for different business campaigns and projects, managing the complete recruitment cycle, and handling day-to-day HR activities.

The candidate will work closely with management and campaign/project teams to understand manpower requirements, source suitable candidates, conduct initial screening, coordinate interviews, complete onboarding, and maintain employee records.

Key Responsibilities

1. Recruitment & Hiring

• Understand manpower requirements for different campaigns and projects.

• Prepare job descriptions and job postings.

• Source candidates through job portals, social media, LinkedIn, employee referrals, databases and other recruitment channels.

• Screen resumes and shortlist suitable candidates.

• Conduct initial HR screening calls.

• Evaluate candidates based on skills, experience, communication and campaign requirements.

• Coordinate interviews with management and department heads.

• Maintain a pipeline of suitable candidates for current and future requirements.

• Follow up with candidates throughout the recruitment process.

• Negotiate and coordinate salary/offer discussions as authorized by management.

• Issue offer letters and coordinate joining formalities.

• Maintain proper recruitment records and status of every candidate.

2. Campaign-Based Hiring

The HR Executive will be specifically responsible for hiring manpower according to the requirements of different Nextechcraft campaigns.

Responsibilities include:

• Understand the number of employees required for each campaign.

• Identify required positions and skill sets.

• Plan recruitment targets and timelines.

• Maintain campaign-wise candidate databases.

• Track selected, rejected, pending and joined candidates.

• Coordinate bulk hiring whenever required.

• Ensure sufficient manpower is available before campaign launch.

• Maintain backup candidates for critical positions.

• Monitor employee joining and early attrition.

3. Employee Onboarding

• Collect employee documents.

• Verify basic employee information.

• Complete joining formalities.

• Create employee records.

• Coordinate email IDs, system access and other requirements with relevant teams.

• Explain company policies and basic workplace procedures.

• Maintain joining documentation.

• Ensure new employees are properly introduced to their respective teams.

4. Employee Records & HR Administration

Maintain accurate records for:

• Employee personal details

• Contact information

• Joining dates

• Designation

• Department/campaign

• Salary details

• Attendance

• Leave records

• Documents

• Performance information

• Resignation and exit details

The HR should ensure that employee information remains confidential and properly organized.

5. Attendance & Leave Management

• Monitor employee attendance.

• Maintain leave records.

• Coordinate attendance-related issues with employees and managers.

• Track late coming, absenteeism and irregular attendance.

• Prepare attendance information for payroll processing.

• Follow up with employees regarding unexplained absence.

6. Employee Communication

• Act as the first point of contact for routine HR-related employee queries.

• Communicate company policies and HR announcements.

• Coordinate employee meetings and HR discussions.

• Maintain professional communication with employees.

• Handle employee concerns and escalate sensitive matters to management when required.

7. Payroll Coordination

The HR Executive will coordinate payroll-related information with management/accounts.

Responsibilities include:

• Provide monthly attendance data.

• Share new joiners and resignations.

• Track unpaid leave and attendance adjustments.

• Provide relevant salary-related information.

• Coordinate payroll queries with employees.

• Maintain payroll-related HR records.

8. Performance & Employee Management

• Coordinate employee performance reviews.

• Collect feedback from campaign/project managers.

• Maintain performance records.

• Identify employees requiring additional support or training.

• Coordinate performance improvement discussions where required.

• Support management in employee retention initiatives.

9. Employee Engagement & Retention

• Maintain regular communication with employees.

• Understand common employee concerns.

• Help improve employee engagement.

• Monitor early-stage employee attrition.

• Conduct exit discussions where required.

• Record reasons for employee resignation and share relevant insights with management.

10. Exit & Full-and-Final Coordination

• Receive resignation information.

• Coordinate notice-period requirements.

• Update employee records.

• Coordinate handover and clearance.

• Conduct exit interviews where required.

• Inform relevant departments about employee separation.

• Maintain proper exit documentation.

11. Recruitment Reporting

Prepare regular HR reports covering:

• Open positions

• Candidates sourced

• Candidates screened

• Interviews scheduled

• Selected candidates

• Offers released

• Candidates joined

• Candidates rejected

• Candidates who did not join

• Campaign-wise manpower

• Employee attrition

• Attendance

• Recruitment performance

12. HR Process Improvement

The HR Executive will also be expected to help Nextechcraft build better HR processes, including:

• Standard recruitment procedures

• Candidate database management

• Interview evaluation formats

• Employee onboarding process

• HR documentation

• Attendance and leave processes

• Employee communication processes

• Recruitment dashboards

• Campaign-wise manpower tracking

• Employee retention processes

Desired Skills

• Good communication skills

• Strong interpersonal skills

• Good understanding of recruitment processes

• Ability to conduct professional screening calls

• Candidate sourcing skills

• Good follow-up ability

• Strong organizational skills

• Ability to manage multiple hiring requirements simultaneously

• Basic knowledge of HR policies and processes

• Good MS Excel/Google Sheets skills

• Basic knowledge of HRMS/recruitment software

• Ability to maintain confidentiality

• Problem-solving and coordination skills

Preferred Experience

Candidates with experience in recruitment, HR operations, BPO/campaign hiring, sales hiring, IT recruitment, bulk recruitment or startup HR operations will be preferred.

Freshers with strong communication skills and a genuine interest in HR/recruitment may also be considered depending on the requirement.

• It is a Full Time Recruiter / HR / Admin job for candidates with 0 - 2 years of experience.