Human Resources Manager

Roles & Responsibilities
1. Business Development & Client Acquisition
• Develop and execute business development strategies to acquire new employers, corporate clients, placement consultants, recruitment agencies, and strategic business partners.
• Identify and approach potential business clients through cold calling, networking, LinkedIn, email campaigns, referrals, field visits, client meetings, and follow-ups.
• Generate qualified B2B leads and convert them into paying clients.
• Build and maintain a strong business development pipeline.
• Achieve assigned monthly, quarterly, and annual client acquisition and revenue targets.
• Identify opportunities for upselling, cross-selling, and repeat business.
2. Promotion of HireTheBest Services
Promote and sell HireTheBest's complete range of HR and recruitment solutions, including:
• Recruitment Solutions
• Staffing Services
• HR Outsourcing
• Employer Branding
• Job Posting Packages
• Recruitment Packages
• Subscription Plans
• Candidate Database Solutions
• Recruitment Support Services
• Other HR and Workforce Solutions
The candidate will be expected to understand client requirements and recommend the most suitable solution.
3. Corporate & Employer Meetings
• Meet business owners, Directors, HR Heads, Talent Acquisition Managers, Recruitment Heads, and other decision-makers.
• Understand their manpower and recruitment challenges.
• Conduct product and service presentations.
• Prepare proposals and commercial offers.
• Negotiate terms and close business opportunities.
• Develop long-term relationships with corporate clients.
4. Recruitment & Talent Acquisition
Manage and supervise the complete recruitment lifecycle, including:
• Understanding manpower requirements.
• Preparing job descriptions.
• Job posting.
• Candidate sourcing.
• Resume screening.
• Candidate assessment.
• Telephonic interviews.
• Virtual interviews.
• Shortlisting.
• Interview scheduling.
• Candidate follow-up.
• Salary negotiation.
• Offer management.
• Joining coordination.
• Employee onboarding.
• Induction and post-placement follow-up.
5. Employer Account Management
• Act as a key point of contact for assigned employer accounts.
• Understand and document client hiring requirements.
• Ensure timely response to employer requirements.
• Coordinate candidate delivery according to job specifications.
• Monitor interview schedules and candidate feedback.
• Follow up with employers until positions are successfully closed.
• Maintain strong post-placement relationships.
• Identify additional hiring requirements and business opportunities within existing accounts.
6. Recruitment Team Management
• Recruit HR Executives, Recruiters, Business Development Executives, and other team members as required.
• Allocate recruitment and business development targets.
• Train and mentor team members.
• Conduct regular performance reviews.
• Monitor individual and team productivity.
• Identify performance gaps and implement improvement plans.
• Develop a target-oriented and accountable team culture.
7. HR Operations & Policy Management
• Develop and implement HR policies and SOPs.
• Manage employee attendance and leave systems.
• Maintain employee records and HR documentation.
• Support payroll coordination.
• Manage employee onboarding and exit processes.
• Implement employee engagement initiatives.
• Develop employee retention strategies.
• Support disciplinary and grievance management.
• Maintain confidentiality of employee and company information.
8. Performance Management
• Develop KRAs and KPIs for HR, Recruitment, Sales, and Business Development teams.
• Establish measurable performance standards.
• Track employee performance against assigned targets.
• Conduct periodic performance reviews.
• Prepare performance reports for management.
• Recommend training, incentives, recognition, or performance improvement measures where required.
9. Client Relationship & Customer Service
• Maintain professional relationships with employers, candidates, recruitment consultants, vendors, and strategic partners.
• Ensure timely communication and follow-up.
• Resolve client concerns and recruitment-related issues.
• Monitor customer satisfaction.
• Develop strategies to improve client retention and repeat business.
• Generate referrals from satisfied clients.
10. Market Research & Business Intelligence
• Research industry hiring trends and manpower requirements.
• Identify high-demand job categories and emerging sectors.
• Monitor competitor recruitment and HR service offerings.
• Analyze competitor pricing, packages, and market positioning.
• Identify new industries, territories, and client segments.
• Provide market intelligence and business recommendations to management.
11. Strategic Partnerships
• Develop relationships with placement consultants and recruitment agencies.
• Build partnerships with educational institutions and training organizations.
• Identify channel partners and referral partners.
• Develop strategic alliances that can generate candidates or business opportunities.
• Manage partner relationships and performance.
12. Events & Brand Representation
Represent HireTheBest at:
• Job Fairs
• Career Expos
• Business Networking Events
• HR Conferences
• Seminars
• Industry Associations
• Corporate Presentations
• Campus Recruitment Events
The objective will be to strengthen brand visibility, generate candidates, acquire employers, and develop strategic relationships.
13. Technology, HRMS & Recruitment Platforms
Utilize technology effectively to improve recruitment and business development performance, including:
• HRMS
• ATS / Applicant Tracking Systems
• CRM Software
• LinkedIn Recruiter
• Naukri
• Indeed
• Other Job Portals
• Google Workspace
• Microsoft Office
• Recruitment Analytics Tools
• Digital Productivity Platforms
14. AI & Automation
The candidate will be expected to adopt AI and automation to improve HR and recruitment productivity.
This may include:
• ChatGPT
• Gemini
• Claude
• Microsoft Copilot
• AI Resume Screening
• AI-Assisted Job Description Creation
• AI Candidate Matching
• Automated Recruitment Communication
• AI-Based Reporting and Analysis
The candidate should continuously identify opportunities where technology can reduce manual work and improve recruitment speed and quality.
15. Sales & Revenue Management
• Achieve monthly and quarterly revenue targets.
• Monitor business development pipeline.
• Track proposals, negotiations, closures, and collections.
• Prepare sales forecasts.
• Monitor client-wise revenue.
• Identify high-value business opportunities.
• Improve client conversion and retention.
• Support management in achieving overall revenue objectives.
16. MIS & Management Reporting
Prepare and maintain accurate:
• Daily Activity Reports
• Daily Recruitment Reports
• Daily Business Development Reports
• Weekly Performance Reports
• Monthly HR Reports
• Recruitment MIS
• Employer Acquisition Reports
• Sales & Revenue Reports
• Placement Reports
• Team Productivity Reports
• Client Retention Reports
• KPI Dashboards
All reports should be accurate, timely, and supported by proper data.
Key Result Areas (KRAs)
Business Development
• New employers acquired.
• New corporate clients acquired.
• Revenue generated.
• Sales conversion ratio.
• Business pipeline value.
• Repeat business and upselling.
Recruitment
• Positions closed.
• Candidate sourcing volume.
• Interview-to-selection ratio.
• Offer-to-joining ratio.
• Recruitment turnaround time.
• Quality of placements.
Client Management
• Client satisfaction.
• Client retention.
• Response time.
• Repeat hiring requirements.
• Client referrals.
Team Management
• Team productivity.
• Target achievement.
• Recruiter performance.
• Employee retention.
• Training effectiveness.
HR Operations
• Attendance accuracy.
• Employee documentation.
• Policy implementation.
• Employee engagement.
• Performance management.
Reporting
• Timely MIS submission.
• Data accuracy.
• CRM compliance.
• Management reporting quality.
Requirements & Qualifications
Educational Qualification
• Bachelor's degree in Human Resources, Business Administration, Management, Commerce, Marketing, or a related field.
• MBA/PGDM in HR, Marketing, Business Management, or a related specialization will be preferred.
Experience
• 3–7 years of relevant experience in HR, Recruitment, Business Development, B2B Sales, Staffing, or HR Consulting.
• Candidates with experience managing both HR operations and business development will be strongly preferred.
• Experience in recruitment agencies, staffing companies, HR consulting, job portals, or B2B service organizations will be an advantage.
Persona

Work arrangement
No