HR & Admin Manager

HR Manager - Job Description

Position snapshot

Role purpose

The HR Manager owns Dawell's full people function, from manpower planning and hiring through onboarding, performance and separation. You will build the sales, application and technical teams that serve police, forensic, excise and defence customers. You will also keep attendance, leave, payroll inputs, appraisals and statutory HR accurate, on time and compliant. As a trusted partner to the MD, you will strengthen Dawell's culture of discipline, integrity and learning under POL/23.

Key responsibilities

• Plan manpower with the MD and department heads under POL/25.
• Run the recruitment pipeline (HR Screening → Technical → Manager → Offer → Joined), the interview scorecard and the employee-referral programme.
• Use Recruitment AI for job-ad packs, CV screening, interview kits and evaluations, and close positions to agreed time-to-hire and offer-acceptance targets.
• Issue offer, appointment, NDA and nomination letters through HR letters and Send for signature, and complete reference checks before joining.
• Deliver week-one onboarding for every joiner using the hire-to-onboarding plan. This covers documents, IDs, asset issue, Discuss channel membership, eLearning induction and policy acknowledgements.
• Run structured offboarding under POL/09, including asset recovery under POL/17 and full-and-final inputs.
• Govern Time Off under POL/01 (leave year, sandwich rule, weekly offs, compensatory off).
• Govern Attendance under POL/02, including forgot-to-check-out nudges, integrity checks and 'Attendance correction' approvals.
• Prepare the monthly payroll data drive from the Attendance payroll summary, clear all issues flagged by the AI pre-payroll check and hand clean inputs to Accounts on time. Ensure PF, ESIC and PT compliance under POL/24.
• Run the FY appraisal cycle and manage probation and confirmation under POL/11. This includes:
  • setting KRAs as Appraisal Goals;
  • generating quarterly performance scorecards;
  • making sure managers score manual KPIs on time.
• Drive learning and certification under POL/13 with department heads, including OEM product training for Dräger, Thermo Fisher, Abbott and FARO, and track course completion. Lead engagement, retention and the rewards and recognition programme under POL/12.
• Act as custodian of HR policies and records. This includes:
  • handling grievance and disciplinary matters under POL/08 and POL/10;
  • constituting and supporting the POSH Internal Committee under POL/04;
  • protecting employee data under POL/07 (DPDP Act 2023);
  • overseeing the front desk (visitors, inward mail AI) and the company assets register with Admin.

KRAs and KPIs

ERP and AI tools you use

• Time Off, configured per POL/01 (leave year, sandwich rule, weekly offs)
• Attendance, per POL/02 (monthly payroll summary, forgot-to-check-out nudges, integrity check, 'Attendance correction' approvals)
• Recruitment AI (job-ad pack, CV screening, interview kit and evaluation, hire to onboarding plan)
• Payroll data drive and AI pre-payroll check
• HR letters and Send for signature (offer, appointment, NDA, nominations)
• Onboarding and offboarding plans
• Appraisal and performance scorecards
• Discuss channel membership and the POSH Internal Committee
• Front desk (visitors, inward mail AI)
• Company assets

Policies you must follow

• POL/01 — Leave
• POL/02 — Attendance & Working Hours
• POL/04 — Prevention of Sexual Harassment (POSH)
• POL/07 — Data Privacy (DPDP Act 2023)
• POL/08 — Grievance Redressal
• POL/09 — Exit & Separation
• POL/11 — Probation, Confirmation & Performance
• POL/24 — Pay, Payroll & Statutory Benefits
• POL/25 — Recruitment & Onboarding

Qualifications and experience

• MBA, MSW or MLS (HR or Personnel Management).
• 6–10 years in HR, including at least 2 years as an HR generalist or HR manager. Experience in a technical distribution, B2B or SME environment is preferred.
• Hands-on experience of payroll inputs and PF, ESIC and PT compliance under Indian labour codes.
• POSH Internal Committee training or certification is preferred.
• Experience hiring sales, application or service engineers for government or tender-driven businesses is an advantage.
• Working experience of an HRMS or ERP (Odoo preferred) for attendance, leave, recruitment and appraisals.

Skills and competencies

Technical

• End-to-end recruitment and onboarding, including structured interviews, scorecards and reference checks.
• Odoo HR modules: Employees, Time Off, Attendance, Recruitment, Appraisals and eLearning.
• Payroll input preparation, reconciliation of attendance and leave, and statutory compliance (PF, ESIC, PT).
• Working knowledge of Indian labour codes, the POSH Act 2013 and the DPDP Act 2023.
• KRA and KPI design, performance scorecards and appraisal cycle management.
• Drafting HR letters, policies, enquiry records and disciplinary documentation.
• Good use of AI tools, with judgement to check and correct AI outputs before acting on them.

Behavioural

• Ownership: closes people processes on time, end to end, without follow-up.
• Teamwork: partners closely with department heads, Accounts and Admin.
• Customer Focus: treats employees and managers as internal customers and responds promptly and fairly.
• Quality: keeps records, payroll inputs and statutory filings accurate first time.
• Integrity, confidentiality and sound judgement on sensitive matters.
• Clear, firm and empathetic communication in English, Hindi and Marathi.

Career path

• Entry: HR Manager. Owns the people function and leads one HR team member.
• Next step: Senior HR Manager / Head – HR & Admin. Takes on a larger team, oversight of Admin and the front desk, and a stronger role in organisation design as Dawell grows.
• Longer term: Head of People / HR Business Partner to the leadership team, contributing to company strategy, culture under POL/23, and leadership development.
• Progression is based on appraisal outcomes and scorecard results under POL/11, along with certifications earned under POL/13.

Selection process

1. HR screening: Recruitment AI CV screening, followed by a short telephone screen to confirm experience, notice period and location fit.
2. Technical round: a structured interview using the Recruitment AI interview kit. It covers recruitment, payroll inputs, PF/ESIC/PT compliance, POSH and DPDP.
3. Case exercise: a practical task, such as resolving a set of pre-payroll exceptions or planning hiring for a field sales team.
4. Managing Director round: covers culture fit, judgement on grievance and disciplinary scenarios, and alignment with the Dawell Way.
5. Offer: reference and background checks, then an offer and appointment letter and NDA issued through Send for signature.
6. Joined: week-one onboarding through the hire-to-onboarding plan, followed by probation under POL/11.

About Dawell Lifescience

Dawell Lifescience Pvt Ltd (Pune) brings proven forensic, narcotics and alcohol testing, counterfeit-medicine detection, CBRN/safety and 3D crime-scene technologies from global OEMs such as Draeger, Thermo Fisher, Abbott and FARO to police, forensic laboratories, excise, health/FDA, defence and PSU customers across India, through GeM, tenders and direct orders, with installation, training and AMC support.

JD version 2.0, updated 10 Nov 2026 to reflect current ERP processes and policies POL/00-29. Reviewed annually with the appraisal cycle.