HR/Admin HR Executive

HR EXECUTIVE / HR MANAGER

WayForSky – Global Aviation Pathway

Location: Bangalore
Working Days: 6 Days a Week
Working Hours: 10:00 AM – 7:00 PM
Reporting To: Manager / Director
Department: Human Resources

1. ROLE PURPOSE

The HR Executive/Manager will be responsible for managing the complete employee lifecycle at WayForSky — from recruitment and onboarding to attendance, employee discipline, performance coordination, training, documentation and exit formalities.

The HR person must ensure that the company has the right people, in the right roles, with the right discipline and performance standards.

HR is not only responsible for hiring people. HR is responsible for ensuring that employees join properly, understand their responsibilities, perform consistently and follow company systems.

2. KEY RESPONSIBILITIES

A. Recruitment & Hiring

1. Understand manpower requirements from each department.

2. Prepare and maintain Job Descriptions for all positions.

3. Source candidates through:
   
   

   • Naukri

   • LinkedIn

   • Indeed

   • Internshala

   • Employee referrals

   • Social media

   • Other recruitment portals

4. Screen CVs and shortlist suitable candidates.

5. Conduct initial HR interviews.

6. Coordinate technical/departmental interviews.

7. Schedule final interviews with management.

8. Maintain a recruitment pipeline.

9. Negotiate salary within approved company limits.

10. Complete joining formalities.

11. Ensure all new employees submit required documents.

Recruitment Principle:

Do not hire simply because a candidate is available. Hire according to the requirement, capability and long-term fit of the role.

3. MANPOWER PLANNING

HR must maintain a live manpower sheet showing:

• Department

• Position

• Required manpower

• Current manpower

• Vacancies

• Candidates in pipeline

• Interview status

• Expected joining date

• Salary range

• Priority

HR must immediately inform management when a critical position becomes vacant.

4. EMPLOYEE ONBOARDING

Every new employee must complete a structured onboarding process.

Day 1

• Introduction to company

• Company structure

• Introduction to team

• Job description explanation

• Reporting structure

• Working hours

• Attendance rules

• Leave policy

• Salary structure

• Incentive structure

• Code of conduct

• CRM/system introduction

• Department SOP introduction

First 7 Days

HR must verify:

• Employee understands the role

• Employee understands targets

• Employee understands reporting system

• Employee is attending training

• Employee is following office discipline

• Employee is completing assigned work

5. ATTENDANCE & DISCIPLINE

HR is responsible for monitoring:

• Daily attendance

• Late coming

• Early leaving

• Absenteeism

• Unapproved leave

• Repeated late attendance

• Office discipline

• Employee behaviour

HR must maintain a monthly attendance report.

Repeated attendance or discipline issues must be escalated to the Manager.

6. EMPLOYEE PERFORMANCE COORDINATION

HR will not replace the Manager or QA in evaluating operational performance.

However, HR must ensure that every employee has:

• Clear JD

• KRAs

• KPIs

• Weekly targets

• Monthly targets

• Performance review

• Training requirements

HR should collect performance reports from department heads/Manager and maintain employee performance records.

7. TRAINING & DEVELOPMENT

HR must coordinate:

• New employee training

• Product training

• Company SOP training

• CRM training

• Communication training

• Counselling training

• Soft-skill training

• Refresher training

HR must maintain a Training Tracker for every employee.

8. EMPLOYEE ENGAGEMENT

HR should maintain a professional and healthy working environment.

Responsibilities include:

• Employee concerns

• Internal communication

• Team activities

• Recognition

• Employee feedback

• Conflict resolution

• Employee engagement activities

However, HR must maintain professional boundaries and must not compromise company discipline.

9. LEAVE MANAGEMENT

HR will manage:

• Leave applications

• Leave approvals

• Leave records

• Sick leave

• Emergency leave

• Unpaid leave

• Leave balance

Any unauthorized absence must be immediately reported to the Manager.

10. HR DOCUMENTATION

HR must maintain updated records for every employee:

• Resume

• Aadhaar/PAN or applicable identity documents

• Address proof

• Education documents

• Previous employment details

• Offer letter

• Appointment letter

• Salary details

• NDA/confidentiality documents where applicable

• Leave records

• Warning letters

• Performance records

• Exit documents

Employee files must be kept confidential.

11. COMPANY POLICIES

HR will help implement and maintain:

• Attendance policy

• Leave policy

• Recruitment policy

• Employee code of conduct

• Work-from-office policy

• Performance policy

• Incentive policy

• Probation policy

• Warning/disciplinary policy

• Termination policy

• Exit policy

HR must ensure employees understand these policies.

12. PROBATION MANAGEMENT

For every new employee, HR must track:

• Date of joining

• Probation period

• Performance

• Attendance

• Behaviour

• Target achievement

• Manager feedback

Before completion of probation, HR must obtain management feedback and coordinate:

Confirmed / Extended / Terminated

13. EMPLOYEE GRIEVANCES

HR will be the first point of contact for employee concerns relating to:

• Workplace issues

• Salary-related communication

• Leave

• Team conflicts

• Management concerns

• Work environment

• Policy clarification

HR must investigate objectively and escalate serious matters to the Manager/Director.

14. EXIT MANAGEMENT

When an employee resigns or is terminated, HR must coordinate:

• Resignation documentation

• Notice period

• Handover

• Company asset recovery

• CRM/data access closure

• Final attendance

• Final settlement coordination

• Exit interview

• Experience/relieving documentation where applicable

No employee should leave without completing the required handover process.

15. DAILY HR CHECKLIST

Every working day HR must check:

☐ Attendance
☐ Late coming
☐ Absentees
☐ New joiners
☐ Recruitment pipeline
☐ Interviews scheduled
☐ Pending joining documents
☐ Employee issues
☐ Critical vacancies
☐ Training requirements
☐ Resignations/notice period
☐ Management escalations

16. WEEKLY HR REPORT

HR must submit a weekly report to the Manager containing:

Recruitment

• Vacancies

• Candidates sourced

• CVs shortlisted

• Interviews conducted

• Selected candidates

• Offers released

• Candidates joined

• Candidates rejected

• Pending positions

Employee Management

• Total employees

• New joiners

• Employees on probation

• Absenteeism

• Late attendance

• Resignations

• Terminations

• Employee issues

Training

• Training conducted

• Employees trained

• Pending training

• Training requirements

17. MONTHLY HR REPORT

The monthly HR report should include:

KPI

Target

Critical vacancies filled

95%+

Interview coordination

100%

Joining documentation

100%

Attendance records

100%

Employee files updated

100%

Probation reviews completed

100%

Exit formalities

100%

HR reports submitted

100%

Recruitment TAT

As per role priority

New employee onboarding

100%

18. HR KPIs

The HR performance will be measured on:

Recruitment KPI

• Time to fill

• Quality of candidates

• Joining ratio

• Offer-to-joining ratio

• Critical vacancy closure

Employee KPI

• Attendance compliance

• Employee retention

• Probation completion

• Employee discipline

HR Operations KPI

• Documentation accuracy

• Onboarding completion

• Exit completion

• Report submission

Management Support KPI

• Quick response to manpower requirements

• Timely escalation

• Accurate employee information

• Proper communication between management and employees

19. AUTHORITY & ESCALATION

HR can:

• Screen candidates

• Schedule interviews

• Conduct HR interviews

• Coordinate onboarding

• Maintain employee records

• Monitor attendance

• Issue routine HR communications

• Coordinate training

HR cannot independently:

• Change salary

• Approve major incentives

• Terminate critical employees

• Change company policies

• Make senior-level hiring decisions

• Commit financial benefits

Such matters require approval from the Manager/Director.

20. IDEAL HR PROFILE

The ideal candidate should have:

• 2–5 years HR experience

• Strong recruitment experience

• Good communication skills

• Good follow-up ability

• Strong documentation skills

• Ability to handle employees firmly and professionally

• Good understanding of HR operations

• Ability to work with recruitment portals

• Basic Excel/Google Sheets knowledge

• Ability to maintain confidentiality

• Problem-solving ability

• Strong ownership

Preferred:

Experience in:

• Education consultancy

• Aviation

• Training institutes

• Sales organizations

• High-volume recruitment

21. MOST IMPORTANT EXPECTATION

The HR person at WayForSky must follow this principle:

“HR is not only about hiring people. HR is responsible for building the team that can execute the company’s system.”

The HR must ensure:

Right Person → Right Role → Proper Training → Clear Target → Regular Review → Corrective Action → Growth

22. 30-DAY HR SUCCESS TARGET

Within the first 30 days, HR should establish:

1. Complete employee master database

2. Updated JDs for every position

3. Recruitment tracker

4. Attendance tracker

5. Leave tracker

6. Employee document tracker

7. Probation tracker

8. Training tracker

9. Exit tracker

10. HR weekly reporting system

11. Recruitment portal strategy

12. Employee policy acknowledgement system

Final outcome: Management should be able to ask HR at any time:

“Who do we have, what role are they doing, how are they performing, what vacancies do we have, who are we hiring, and what employee issues need attention?”

HR should be able to answer immediately with data.

• It is a Full Time Recruiter / HR / Admin job for candidates with 2 - 4 years of experience.