HR Manager

1. Role & Reporting

Role Title: HR Manager – Cashkr

Department: Human Resources / People & Culture

Reports To (Primary):

Works Closely With:

All Department Heads (for hiring, performance, PIP, policies)
Finance (for payroll, CTC, F&F, budgets)
Operations & CX Leads (for staffing, shifts, performance issues)
Marketing / Tech / Product Leads (for role-specific hiring & org structure)
Admin / IT (for assets, access, infrastructure for employees)

2. Role Purpose

Own the entire employee lifecycle at Cashkr – from hiring and onboarding to performance, engagement, and exit – so that:

The company has the right people in the right roles, on time
Salaries, attendance, leaves, and HR policies are handled accurately & fairly
Employees experience a safe, engaging, and compliant workplace.

3. Key Result Areas (KRAs)

KRA 1 – Hiring, Onboarding & Headcount Fulfilment

Ensure all approved roles are hired within agreed timelines, with proper documentation and smooth onboarding.

KRA 2 – Attendance, Leave & Payroll Readiness

Maintain accurate attendance and leave records and prepare error-free inputs for monthly payroll.

KRA 3 – Performance, PIP & Exit Management

Support managers in handling performance issues (including PIP), and manage clean, timely exits (resignations, F&F, relieving).

KRA 4 – Employee Experience, Culture & Engagement

Drive engagement activities, celebrations, and feedback mechanisms to keep morale healthy and issues visible early.

KRA 5 – Compliance, Policies & Grievance Handling

Maintain HR policies, ensure they are followed, and act as the first safe point of contact for grievances and sensitive issues.

KRA 6 – HR Data, Records & Reporting

Maintain clean employee records and provide clear HR reports (headcount, hiring, attendance, PIP, exits) to leadership.

4. KPIs (Mapped to KRAs)

No. 1 – Time-to-Fill & Hiring SLA

Description:

Measures how quickly open roles are filled after an approved hiring request.

Metrics:

Average time from approved hiring request → offer accepted
% of roles filled within agreed SLA (e.g., 30/45 days based on level)

Target:

Define SLAs by role type (critical/frontline vs specialist vs leadership); aim to meet or beat them.

Data Source:

Hiring tracker (Sheets / ATS), approval logs.

Review Frequency:

Monthly.

Linked KRAs:

KRA 1.

No. 2 – New Hire Joining & Early Retention

Description:

Ensures hiring quality and onboarding are working.

Metrics:

Offer → Joining conversion %
90-day new hire retention %

Target:

High offer-accept & early retention rates; low early attrition.

Data Source:

Joining records, resignation records.

Review Frequency:

Monthly / Quarterly.

Linked KRAs:

KRA 1, KRA 3, KRA 4.

No. 3 – Payroll Accuracy & Timely Closure

Description:

Checks if payroll inputs (attendance, LOP, leave, new joiners, exits) are accurate and on time.

Metrics:

Number of payroll error cases (wrong salary/LOP/leave) per month
% of payroll inputs shared with Finance on or before agreed date

Target:

Near-zero payroll errors; 100% on-time handover.

Data Source:

Payroll issue log, Finance feedback, HRMS reports.

Review Frequency:

Monthly.

Linked KRAs:

KRA 2, KRA 6.

No. 4 – Attendance & Leave Process SLA

Description:

Quality and timeliness of attendance & leave management.

Metrics (examples):

% of attendance reconciled by specific day each month
% of leave requests processed (approved/rejected) within SLA
Number of disputes about attendance/LOP per month

Target:

High SLA compliance, minimal escalations.

Data Source:

HRMS (Petpooja) logs, leave records, dispute log.

Review Frequency:

Monthly.

Linked KRAs:

KRA 2.

No. 5 – Engagement & HR Ritual Completion

Description:

Simple measure that basic HR rituals are consistently done.

Metrics:

% of birthdays & work anniversaries celebrated on time
Number of planned engagement activities executed vs planned per quarter
% of quarterly feedback surveys executed as planned

Target:

Near 100% completion of planned rituals and surveys.

Data Source:

Engagement calendar, event logs, survey records.

Review Frequency:

Monthly / Quarterly.

Linked KRAs:

KRA 4.

No. 6 – PIP, Discipline & Exit SLA

Description:

Checks whether performance issues and exits are handled in a structured, timely way.

Metrics (examples):

Number of employees on PIP with documented plans & review dates
% of resignations where:
- Exit interviews conducted
- Final settlement + relieving letter completed within SLA (e.g., 5 working days)

Target:

All PIPs documented; all exits completed within defined SLAs.

Data Source:

PIP records, exit process tracker, email logs.

Review Frequency:

Monthly.

Linked KRAs:

KRA 3, KRA 5, KRA 6.

No. 7 – Grievance & Sensitive Case Handling SLA

Description:

How efficiently HR responds to grievances (harassment, behaviour, serious disputes).

Metrics:

Average response time to a grievance (first contact)
Average time to resolution / closure
Number of unresolved/lingering cases beyond tolerance

Target:

Fast response; timely closure, with proper documentation.

Data Source:

Grievance log (confidential), email / meeting records.

Review Frequency:

Monthly / Quarterly.

Linked KRAs:

KRA 4, KRA 5.

No. 8 – HR Data & Records Hygiene

Description:

Health of employee records and documentation.

Signals/Metrics:

% of employees with complete HR files (ID proof, offer, NDA, policy acknowledgment, etc.)
% of employees whose access was revoked on time on last working day

Target:

Close to 100% for active and recently exited employees.

Data Source:

HR files, access revocation log, IT/Admin confirmation.

Review Frequency:

Quarterly.

Linked KRAs:

KRA 5, KRA 6.

5. Core Processes / SOPs Owned

The HR Manager is owner / co-owner for these SOPs:

Hiring & Recruitment SOP

How hiring requests are raised (by Department Heads / CEO).
Difference between backfill vs new role.
Approval flow (HR + CEO / Finance).
JD creation, job posting, screening, interviews, and offer process.
How hiring trackers are maintained (status, stage, feedback, CTC).

Onboarding & Joining SOP

Pre-joining checklist (docs, background info, system access planning).
First-day process (documentation, HR induction, team introduction).
Adding new employee to HRMS, payroll, communication tools, email, etc.
Probation and confirmation tracking.

Attendance, Leave & HRMS SOP

How employees mark attendance (biometric vs app).
Rules for leave application and approvals (earned, casual, sick, uninformed).
LOP calculation rules and monthly reconciliation.
HR’s role in keeping HRMS accurate and audit-ready.

Payroll Preparation SOP

Monthly payroll calendar (cut-off dates, reconciliation dates).
Inputs needed:
- Attendance & LOP
- New joiners / exits
- Salary revisions (if any)
Verification steps before sending to Finance.
Handling payroll issues and employee queries.

Performance & PIP SOP

When a PIP is triggered (criteria).
How PIP is documented (goals, timeline, review checkpoints).
HR’s role in reviewing fairness and due process.
Final decision flow (confirmation, extension, or separation).

Engagement, Culture & Communication SOP

Birthdays & work anniversaries process (calendar, celebrations, communication).
Quarterly/monthly engagement activities (planning, budget, execution, photos storage).
Internal HR communications (policy changes, announcements).

Feedback, Surveys & HR Insights SOP

How anonymous feedback surveys are planned, sent, and followed up.
Handling and summarising results (themes, action points).
Working with leadership on action items.

Exit, F&F & Access Revocation SOP

Resignation process (email format, notice period).
Exit interviews (questions, documentation).
Final settlement steps:
- Payroll/Finance coordination
- No dues (IT/Admin/Team leads)
Relieving letter & documents.
Revoking all accesses (email, HRMS, tools, shared logins).

HR Policy & Compliance SOP

How HR policies are drafted, reviewed and updated.
Storage/location of official policy documents.
How changes are communicated.
Handling harassment / grievance cases with confidentiality and sensitivity.

6. Weekly & Monthly Reporting

Weekly – “HR & People Weekly Snapshot”

To:

CEO
Relevant Department Heads (high-level points)

Format:

Short summary (Slack / Email / Doc).

Includes:

Hiring & Movement:
- Roles actively hiring, candidates in final stages.
Attendance & Leave Notes (if relevant):
- Any major patterns (very short).
Engagement / Culture:
- Activities done this week or planned next week.
Issues & Alerts:
- Any serious HR risks: high attrition, multiple resignations, major grievances (high-level only, no sensitive detail in group mail).

Monthly – “HR & People Section in Monthly Review”

To:

CEO, Department Heads, Finance (where needed).

Format:

Slides / Doc + relevant sheets.

Includes:

Headcount Overview:
- Total employees by department, joiners vs exits.
Hiring & Talent:
- Roles opened, closed, in pipeline.
- Time-to-fill and offer-join ratio.
Attendance & Payroll:
- Summary of LOP cases (if significant).
- Any recurring patterns (late logins, absenteeism clusters).
Engagement & Feedback:
- Activities executed.
- Key survey/feedback themes.
PIP & Exit Summary:
- No. of PIPs, outcomes.
- Exit reasons summary (broad categories, not personal).
Grievance & Compliance:
- Number of grievances raised & closed (no personal details).
- Policy changes & updates.
Next Month Priorities:
- Planned hires, process fixes, engagement focus, any policy work.