HR Manager

HR Manager
Company: The Insurance Bar (TIB)
Department: Human Resources
Location: Ahmedabad, Gujarat
Experience: 4–7 years
Employment Type: Full-time, On-site
Reporting To: CEO / Founders
About The Insurance Bar
The Insurance Bar (TIB) is an insurance services company focused on helping policyholders resolve insurance grievances, rejected and short-settled claims, mis-selling issues, and other insurance-related challenges. Our mission is to make insurance fairer, more transparent, and more accessible for policyholders.
As we continue to grow, we are looking for a dynamic and result-oriented HR Manager who can take complete ownership of the HR vertical and build scalable people processes that support our business growth.
Role Overview
The HR Manager will be responsible for managing the entire employee lifecycle, from workforce planning and recruitment to onboarding, performance management, employee engagement, learning and development, HR operations, and statutory compliance.
We are looking for someone who can operate both strategically and operationally, work closely with the founders and department heads, and build a performance-driven, disciplined, and employee-friendly work culture.
This is an ownership-driven role for someone who enjoys building systems, solving people-related challenges, and contributing directly to business growth.
Key Responsibilities
1. Talent Acquisition & Recruitment
* Own end-to-end recruitment across all departments, including sales, operations, legal, customer support, technology, and corporate functions.
* Understand manpower requirements, prepare hiring plans, and ensure timely closure of positions.
* Develop effective sourcing strategies using job portals, LinkedIn, employee referrals, recruitment consultants, and other channels.
* Screen candidates, coordinate interviews, manage salary negotiations, and oversee offer rollouts and joining formalities.
* Build a strong talent pipeline and reduce time-to-hire and recruitment costs.
* Track recruitment metrics, offer-to-joining ratios, hiring quality, and employee retention.
2. HR Operations & Employee Lifecycle Management
* Manage onboarding, induction, documentation, confirmation, probation reviews, transfers, promotions, and exit formalities.
* Maintain accurate employee records, personnel files, attendance, leave records, and HR databases.
* Develop and implement HR policies, employee handbooks, SOPs, and internal processes.
* Manage payroll coordination, salary revisions, employee benefits, full and final settlements, and employee queries.
* Establish consistent HR processes across all company branches and departments.
3. Performance Management & Employee Productivity
* Design and implement a structured performance management system, including KPIs, KRAs, goal setting, and periodic performance reviews.
* Coordinate monthly performance reviews for employees, managers, and leadership teams.
* Work with department heads to identify performance gaps and implement Performance Improvement Plans (PIPs).
* Support appraisal cycles, promotions, increments, and performance-linked reward systems.
* Help build a culture of accountability, ownership, productivity, and measurable outcomes.
4. Learning & Development
* Identify skill gaps and training requirements across departments.
* Develop and implement employee training, induction, and development programs.
* Organise functional training, soft-skills sessions, leadership development, and managerial training.
* Create structured learning plans for new hires and existing employees.
* Evaluate training effectiveness and track improvements in employee performance.
5. Employee Engagement & Culture Building
* Plan and execute employee engagement initiatives, celebrations, team-building activities, recognition programs, and employee appreciation initiatives.
* Build a positive, collaborative, and high-performance workplace culture.
* Conduct employee feedback surveys, one-on-one discussions, and engagement assessments.
* Identify employee concerns and proactively address workplace issues.
* Drive employee retention, morale, internal communication, and cross-functional collaboration.
6. HR Compliance & Employee Relations
* Ensure compliance with applicable labour laws, employment regulations, and statutory requirements.
* Oversee applicable PF, ESIC, professional tax, gratuity, bonus, and other statutory obligations, wherever applicable.
* Maintain employment documentation, registers, policies, and records required under applicable laws.
* Coordinate with external consultants, payroll partners, and legal advisors on HR compliance matters.
* Handle grievances, disciplinary matters, workplace conflicts, and employee relations professionally.
* Ensure appropriate workplace policies, including POSH compliance and related awareness and reporting mechanisms.
7. HR Strategy & Organisation Development
* Work closely with the CEO and founders on workforce planning, organisation structure, manpower budgeting, and people strategy.
* Build HR systems and processes that can scale with the company’s growth.
* Support succession planning, talent development, leadership capability, and internal career progression.
* Develop HR dashboards and periodic reports covering headcount, attrition, hiring, attendance, productivity, and employee costs.
* Use HR data and employee feedback to recommend improvements in organisational effectiveness.
8. Exit Management & Employee Retention
* Conduct exit interviews and analyse reasons for employee attrition.
* Develop strategies to improve retention and reduce avoidable employee turnover.
* Ensure smooth employee separation, handover, documentation, and timely full and final settlements.
* Identify recurring workplace issues and recommend corrective actions to management.
Key Performance Indicators (KPIs)
* Timely closure of approved vacancies.
* Recruitment cost and quality of hires.
* Employee retention and reduction in avoidable attrition.
* Effectiveness of onboarding and induction.
* Completion of performance reviews within defined timelines.
* Training effectiveness and employee development.
* Employee engagement and satisfaction levels.
* Timely payroll coordination and HR query resolution.
* Compliance with applicable statutory and internal requirements.
* Successful implementation of HR policies, systems, and initiatives.
Required Qualifications & Experience
* Bachelor’s degree in Human Resources, Business Administration, or a related field. An MBA/PGDM in HR will be an advantage.
* 4–7 years of relevant HR experience, preferably with experience managing multiple HR functions independently.
* Prior experience in a startup, SME, or fast-growing organisation is preferred.
* Strong knowledge of recruitment, HR operations, performance management, employee engagement, and labour law compliance.
* Experience in designing HR policies, processes, and performance management frameworks.
* Proficiency in Excel/Google Sheets, HRMS tools, and recruitment platforms.
Desired Skills & Competencies
* Strong ownership mindset with the ability to manage the entire HR function independently.
* Excellent communication, interpersonal, negotiation, and conflict-resolution skills.
* Ability to work closely with founders, managers, and employees at all levels.
* Strong organisational skills and attention to detail.
* Data-driven approach to decision-making and reporting.
* Ability to handle sensitive employee matters with discretion and fairness.
* Proactive, practical, and solution-oriented approach.
* Comfortable working in a fast-paced, evolving, target-driven environment.
What We Offer
* An opportunity to build and lead the HR function of a growing organisation.
* Direct interaction with the founders and involvement in key business decisions.
* The opportunity to design and implement people processes from the ground up.
* A dynamic work environment with significant ownership and professional growth.
Ideal Candidate: Someone who believes HR is not just about hiring people and managing policies, but about building the right team, improving performance, developing talent, and creating a workplace where people can grow alongside the business.

Work arrangement
No