HR Executive Job Description, Roles and Responsibilities

Discover the job roles of an HR Executive. Learn about their crucial responsibilities in recruitment, training, compensation, and fostering a positive work culture.

Explore the multifaceted HR Executive job description as well as roles and responsibilities. From strategic planning and recruitment to performance management and legal compliance, learn how HR Executives contribute to organizational success in this blog.

Content

• What is an HR Executive?
• HR Executive Job Description
• HR Executive Roles and Responsibilities: What Does an HR Executive Do?
• How Much Do HR Executives Make?
• HR Executive Requirements
• Job Outlook for HR Executives

Must Explore – Human Resources Online Courses & Certifications

What is an HR Executive?

An HR Executive, or Human Resources Executive, is a junior-mid-level professional. They oversee recruitment, people management, strategic planning, and organizational human resources policies. They are part of the HR management team and are crucial to the organization’s success.

HR Executive Job Description

An HR Executive plays a critical role in managing the human resources functions of an organization. They perform administrative tasks in the HR department, such as staff management, hiring processes, employee welfare programs, maintenance of HR records, etc. You will also be responsible for updating HR policies and forecasting recruitment needs for the company.

HR Executive Roles and Responsibilities: What Does an HR Executive Do?

The roles and responsibilities of HR executives can vary depending on the size and type of the organization. In smaller companies, HR executives may handle a wide range of HR functions, while in larger organizations, they specialize in a particular area. Listed below are some of the most common HR executive roles and responsibilities.

Recruitment and Selection

• Identifying the hiring needs of the organisation and creating job descriptions.
• Posting job advertisements, screening resumes, interviewing candidates, and selecting the most suitable candidates.

Must Read – Difference Between Recruitment and Selection

Job Posting and Advertising

• Writing and posting job descriptions on various job boards, social media platforms, and other relevant sources to attract potential candidates.

Sourcing and Screening Candidates

• Searching and sourcing candidates through various channels such as job boards, social media, referrals, and other sources. 
• Reviewing resumes and applications and conducting pre-screening interviews to assess the candidate’s suitability for the job.
• Conducting HR-round interviews with candidates and assessing their skills, qualifications, and suitability for the role.

Selection Processes

• Selecting the most suitable candidate for the job.
• Negotiating salary and other compensation terms and extending an offer of employment.

Applicant Tracking and Reporting

• Maintaining accurate and up-to-date records of candidates, including tracking their progress throughout the hiring process.
• Preparing reports on recruiting activities.

Employer Branding

• Developing and maintaining the company’s employer brand, including creating a positive image and reputation as an employer of choice.

Related Read – Performance Management and its Importance for Organizations

Onboarding and Orientation

• Facilitating the onboarding process for new hires.
• Conducting induction programs to provide information about the company, its policies and procedures.
• Introducing new employees to their colleagues and managers.

Employee Relations

• Handling employee queries and promoting a positive and productive workplace culture.

HR Information Systems

• Maintaining accurate and up-to-date HR records using HR information systems to manage employee data.
• Handling statutory compliances such as PF, ESIC, gratuity, and actuarial like bonuses, employee leaves encashment and gratuity.
• Maintaining employee data and using HR analytics to make informed decisions.
• Analyzing turnover rates, tracking employee engagement, and forecasting hiring needs.

Internal Compliance

• Ensuring all recruitment processes comply with legal requirements and regulations.
• Maintaining records and documentation as required.

HR Executive Salary In India

Ambitionbox suggests that the average salary of an HR executive in India is Rs. 2.9 LPA. HR Executive salary in India ranges from Rs. 1.5 – 5 LPA.

Average salaries of HR executives basis their experience –

1 – 2 Years: Rs. 1.5 – 2.5 LPA

2 – 5 Years: Rs. 2.7 – 3.1 LPA

5 – 8 Years: Rs. 3.2 – 5 LPA

The salaries of HR executives also vary as per the city and industries. The top-paying cities and the average salaries of HR executives in India are as follows – 

Bangalore – Rs. 3.3 LPA

Mumbai – Rs. 3.2 LPA

Chennai – Rs. 3.1 LPA

New Delhi – Rs. 3.1 LPA

Hyderabad – Rs. 3.0 LPA

HR Executive Job Requirements 

Education:

1. A Bachelor’s/Master’s degree in Human Resources, Business Administration, or a related field.
2. Professional HR certifications, such as the Post Graduate Certificate in Human Resource Management, Certified HR Generalist, Certified Payroll Specialist, and Certified Global Recruitment Analyst, etc., can be valuable.

Skills

• Experience with Human Resource Information Systems (HRIS) or HRMS (Human Resources Management System), etc.
• Knowledge of data analysis tools like Tableau or Power BI
• Knowledge of Applicant Tracking Systems (ATS) and project management tools
• Strong interpersonal and communication skills
• Problem-solving skills
• Organizational skills 
• Knowledge of HR laws and regulations 
• Strong sense of ethics and integrity
• Ability to handle confidential information professionally
• Adaptable to organizational changes 
• Empathetic towards employees’ needs and concerns

Job Outlook for HR Executives

As organizations continue to recognize the importance of strategic human resource management in achieving their objectives, the need for skilled HR executives will likely increase. The rise of HR technology, including AI and machine learning, is changing the landscape of HR. This could lead to increased demand for HR executives with strong technical skills and the ability to leverage these technologies. Job outlook and salaries vary depending on factors like specific roles, industries, and cities.