Human Resources Executive

Company Description
Mercom India, a subsidiary of U.S.-based Mercom Capital Group, is a leading clean energy communications and consulting firm with expertise in renewable energy. Based in Bengaluru, Mercom India supports the Indian clean energy market through research, news, and communication services. Known for its leadership and impact, Mercom India actively helps shape India’s rapidly evolving clean energy sector. The company is dedicated to advancing sustainable and renewable energy initiatives across India.
Mercom is seeking an experienced Human Resources Manager with a proven ability to lead HR operations, recruitment, employee engagement, and organizational development. The ideal candidate will be proactive, strategic, and able to support a fast-paced media, research and events environment
Role Description
This is a full-time, on-site role located in Bengaluru for a Human Resources Generalist. The HR Generalist will be responsible for overseeing daily HR operations, including the administration of HR policies, employee benefits, and ensuring compliance with applicable regulations. Additional responsibilities include managing recruitment, onboarding, employee engagement programs, and supporting various HR functions to enhance workplace culture and productivity.
1. HR Operations and Compliance
Maintain accurate HR documentation, employee records, statutory compliance, and audit readiness.
Ensure company policies are consistently applied across all teams.
Maintain up to date knowledge of Indian labor laws, wage standards, and regulatory changes.
· Oversee payroll coordination, leave management, and attendance systems with high accuracy.
2. Talent Acquisition and Recruitment Excellence
Manage complete lifecycle recruitment for open positions.
Drive talent sourcing through job portals, ATS, LinkedIn, internal databases, employee referrals, and strategic networking.
Conduct structured screening, competency-based interviewing, and salary negotiations.
Build an annual hiring roadmap aligned with business growth.
Create standardized interview frameworks and evaluation templates to ensure fair and consistent hiring.
3. Employee Onboarding and Orientation
Develop a structured onboarding program with clear role expectations, culture orientation, and 30-60-90-365 day plans.
Ensure new hires have seamless integration into teams and company processes.
4. Performance Management and Goal Setting
Implement quarterly and yearly performance review cycles.
Partner with department heads to define KPIs, OKRs, and measurable performance goals.
Conduct coaching sessions with managers to improve evaluation quality.
Support the development of high-performance talent pipelines.
5. Learning and Development
Conduct training needs analysis and implement learning programs that support skill development across editorial, research, events, and business teams.
Organize internal workshops, leadership training, communication skills programs, and technical upskilling.
Track training effectiveness and recommend continuous improvements.
6. Culture Building and Employee Engagement
Build a culture of trust, accountability, and openness.
Plan structured engagement activities that support collaboration, wellness, and morale.
Develop employee feedback systems and action plans based on insights.
Establish mechanisms to identify early indicators of conflict, burnout, or policy deviations.
7. HR Policy Development and Governance
Create and update HR policies, organizational handbooks, disciplinary guidelines, and workplace behavior frameworks.
Ensure zero tolerance for any form of misconduct and maintain a safe, respectful working environment.
Support leadership in communication of policies and organizational expectations.
8. Disciplinary Action and Workplace Management
Handle employee relations issues, grievances, and investigations with discretion and professionalism.
Conduct fact-based disciplinary meetings aligned with company guidelines.
Ensure timely resolution through structured processes and documented follow-ups.
9. Strategic HR and Leadership Support
Work closely with senior leadership to align HR priorities with business objectives.
Provide data driven insights, HR metrics, and reports on hiring, retention, attrition, and performance.
Contribute to organizational design, workforce planning, and future capability building.
10. Exit Management
Conduct exit interviews, analyze patterns, and recommend corrective actions.
Ensure smooth offboarding, full and final settlement coordination, and knowledge transfer.
Experience
Minimum 2 years to 8 years of proven HR experience.
Qualifications
Knowledge and experience in core Human Resources (HR) functions, including recruitment, employee relations, and managing workplace culture.
Proficiency in HR Management practices, with the ability to implement and oversee HR Policies effectively.
Experience with Employee Benefits administration and a strong understanding of Benefits Administration processes.
Strong organizational, communication, and interpersonal skills.
Ability to work collaboratively in a team and take proactive initiatives independently.
MBA in HR, Bachelor's degree in Human Resources, or equivalent
Experience in a mid-sized organization and familiarity with employment laws, particularly within the Indian market, is a plus.

Work arrangement
No