HR Generalist
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Before you apply
LocationNoida
Work modeon-site
Typefull-time
SeniorityMid
Experience5+ yrs
DepartmentICG NOAM HR
Company size501–1,000 people
PostedNov 5, 2026 · 3d ago
Verified live1d ago
At a glanceSummarised by Seekless from the posting.
5+ years of HR generalist experience, including running HR alone for a site of 100+ employees
Comfortable handling a high volume of queries and issues without on site HR support
Experience supporting sales, recruitment, or shared services teams in an offshore or captive centre working US or UK hours
Understands target driven sales cultures and the attrition patterns that come with them
Working knowledge of Indian employment law, including the UP Shops and Commercial Establishments Act and the Labour Codes
Practical experience with PF, ESI, gratuity, POSH, and statutory registers and returns
Proven record running grievance, disciplinary, and exit processes that follow fair procedure
Trusted with confidential information, with sound judgement on when to escalate
Accurate with records, payroll inputs, and HR data, and confident using an HRIS and Excel
Produces clear site reports that leaders can act on
Degree level education
5+ years in HR generalist roles
MBA HR, PGDM HR, or equivalent
Willingness to work 7.30 PM to 4.30 AM IST permanently
Skills
HRIS
Excel
About the role
Role Title: HR Manager / Generalist (Noida)
Reports To: Senior HR Manager, India (Gurugram)
Brand / Function: ICG Medical India, Global HR Team
Location: Noida, Uttar Pradesh (office based, 7.30 PM to 4.30 AM IST)
Role Purpose: Our Noida office is an offshore centre of excellence of 110+ employees. Its Sales and Shared Services teams work US hours in support of our North American businesses. You will be the only Noida facing HR professional on site, so employees and managers will come to you first, and usually only to you. You will run day to day HR on your own: answering queries, resolving issues early, keeping records and payroll inputs accurate, and keeping the site compliant. You will be supported by the Senior HR Manager, India, who leads the India HR function from our Gurugram office and sets standards and priorities across India, whilst benefiting from working side by side with a NOAM facing HR Administrator. You will handle routine matters yourself. Serious disciplinary cases, dismissals, policy changes, and any legal or statutory risk are agreed with the Senior HR Manager before action is taken.
Responsibilities
Responsibilities
Indicators of Effective Delivery
1. On Site HR Support Be the visible, day to day HR contact for the Sales and Shared Services teams, handling employee and manager queries in person and through the HR ticket system.
* Queries answered within agreed timeframes. * HR visible and available across the shift. * Repeat issues spotted and fixed at source.
2. Employee Lifecycle Run onboarding, induction, confirmation, transfers, promotions, and exits, so every stage is documented and completed on time.
* Joiners onboarded and inducted before their first shift. * Confirmations and promotions processed on time. * Exits closed with full and final settlement within statutory timeframes.
3. Attendance, Leave, and Payroll Inputs Keep attendance, leave, and employee records accurate, and send monthly payroll inputs to the India payroll process on time.
* Payroll inputs accurate and submitted by the monthly cut off. * Attendance and leave reconciled every month. * Employee files complete and audit ready.
4. Policy and Statutory Compliance Apply India HR policies consistently on site. Keep statutory registers, POSH arrangements, and Uttar Pradesh and national labour law obligations up to date, and flag any gap to the Senior HR Manager.
* Policies applied consistently across both teams. * Registers, filings, and returns completed on time. * No adverse findings from inspections or audits.
5. Employee Relations Deal with concerns early and fairly. Run investigations, grievances, and disciplinary steps to fair procedure, agreeing serious cases with the Senior HR Manager first.
* Issues resolved early, with minimal escalation. * Fair procedure followed and documented in every case. * Confidential information handled securely at all times.
6. Performance, Engagement, and Retention Run the appraisal and confirmation cycle, coach managers through performance conversations, and deliver engagement activity that helps retain good people, particularly in sales teams.
* Appraisal cycle completed on schedule. * Attrition tracked, explained, and acted on. * Managers confident handling performance conversations.
7. Site Reporting and Leadership Partnership Provide a monthly site HR report covering headcount, attrition, cases, and risks. Partner with Sales and Shared Services leaders on team structure, hiring needs, and growth.
* Monthly site report delivered accurately and on time. * Leaders act on clear, data led recommendations. * Team changes planned and implemented smoothly.
Requirements
Experience and/or Qualifications
You will be a self sufficient, hands on HR generalist who has run HR for a site on your own: Solo Site HR Delivery * 5+ years of HR generalist experience, including running HR alone for a site of 100+ employees. * Comfortable handling a high volume of queries and issues without on site HR support. Offshore, Sales, and Shared Services Environments * Experience supporting sales, recruitment, or shared services teams in an offshore or captive centre working US or UK hours. * Understands target driven sales cultures and the attrition patterns that come with them. Employment Law and Compliance * Working knowledge of Indian employment law, including the UP Shops and Commercial Establishments Act and the Labour Codes. * Practical experience with PF, ESI, gratuity, POSH, and statutory registers and returns. Employee Relations * Proven record running grievance, disciplinary, and exit processes that follow fair procedure. * Trusted with confidential information, with sound judgement on when to escalate. HR Operations and Reporting * Accurate with records, payroll inputs, and HR data, and confident using an HRIS and Excel. * Produces clear site reports that leaders can act on. Qualifications * Essential: degree level education, 5+ years in HR generalist roles, and willingness to work 7.30 PM to 4.30 AM IST permanently. * Desirable: MBA HR, PGDM HR, or equivalent.
APPENDIX A | Role Specific Competencies
Levels of Role Maturity:
•
Core | Delivers the role reliably and to standard, knowing when to ask for support.
•
Strength | Works ahead of problems and improves how things are done.
•
Exceptional | Sets the standard for the team and influences the wider group.
1. Statutory Compliance and Governance
Description: Rigour in applying Indian labour law and statutory requirements, so the site is always ready for inspection.
Core
Applies policy and statutory requirements accurately, knowing when to seek advice.
Keeps registers, records, and filings complete and current.
Escalates compliance risks early, with the facts assembled.
2. Employee Relations and Fair Process
Description: Credibility and fairness in handling people issues, following fair procedure under pressure.
Core
Handles concerns promptly, fairly, and consistently.
Documents every step so decisions withstand scrutiny.
Agrees serious cases with the Senior HR Manager before acting.
3. Operating Alone on Site
Description: Self sufficiency and judgement as the only HR presence in the Noida office, working night shift hours.
Core
Organises own workload and priorities without daily direction.
Knows what to handle alone and what to escalate.
Uses the Gurugram team and Group HR for support rather than absorbing everything.
4. Performance, Engagement, and Retention
Description: Ability to run a fair performance cycle and build an environment where people perform and stay.
Core
Runs appraisal and confirmation cycles on schedule.
Organises engagement activities that people value.
Tracks attrition and reports it accurately.
5. Partnership with Leaders and the India HR Team
Description: Ability to work with Sales and Shared Services leaders, the Gurugram HR team, and Group HR, and turn HR insight into decisions.
Core
Communicates clearly with managers and employees.
Responds to queries promptly and follows through.
Presents HR data accurately and answers the follow up questions.
6. Discretion and Professional Integrity
Description: Judgement and trustworthiness in handling sensitive information and decisions that affect people’s employment.
Core
Shares employee information only with those who need it.
Checks recipients and attachments before sending anything confidential.
Raises concerns about conduct promptly and honestly.
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