HR Generalist

Location: Noida; Noida, Uttar Pradesh, India
Department: ICG NOAM HR

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 

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. 

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 

Strength 

Exceptional 

Applies policy and statutory requirements accurately, knowing when to seek advice. 

Spots compliance gaps before they become findings. 

Trusted as the site authority on employment law and statutory matters. 

Keeps registers, records, and filings complete and current. 

Simplifies processes so compliance does not depend on memory. 

Anticipates regulatory change and raises it with the Senior HR Manager early. 

Escalates compliance risks early, with the facts assembled. 

Explains the reasoning behind requirements so managers follow them. 

Sets a compliance standard other India sites adopt. 

2. Employee Relations and Fair Process 

Description: Credibility and fairness in handling people issues, following fair procedure under pressure. 

Core 

Strength 

Exceptional 

Handles concerns promptly, fairly, and consistently. 

Resolves conflict early, before it escalates. 

Sets the standard for how ER is done on site and coaches managers to it. 

Documents every step so decisions withstand scrutiny. 

Runs investigations and hearings with composure and balance. 

Challenges managers when a proposed outcome is unfair or unsafe. 

Agrees serious cases with the Senior HR Manager before acting. 

Builds manager confidence so fewer issues reach HR. 

Shifts culture so the same problems stop recurring. 

3. Operating Alone on Site 

Description: Self sufficiency and judgement as the only HR presence in the Noida office, working night shift hours. 

Core 

Strength 

Exceptional 

Organises own workload and priorities without daily direction. 

Builds routines and checklists that keep HR running smoothly. 

Designs a site HR model that could scale to a team without rework. 

Knows what to handle alone and what to escalate. 

Keeps the Senior HR Manager informed without being chased. 

Trusted by the Senior HR Manager to run the site independently. 

Uses the Gurugram team and Group HR for support rather than absorbing everything. 

Documents processes so cover can step in during absence. 

Strengthens how India HR supports its offshore sites. 

4. Performance, Engagement, and Retention 

Description: Ability to run a fair performance cycle and build an environment where people perform and stay. 

Core 

Strength 

Exceptional 

Runs appraisal and confirmation cycles on schedule. 

Coaches managers to hold clear, fair performance conversations. 

Shapes a culture of high performance and recognition. 

Organises engagement activities that people value. 

Links engagement activity to retention data. 

Measurably improves retention across the site. 

Tracks attrition and reports it accurately. 

Identifies flight risks and acts early. 

Influences how performance is managed across ICG India. 

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 

Strength 

Exceptional 

Communicates clearly with managers and employees. 

Sought out by site leaders for advice before decisions are made. 

Shapes leadership thinking on people matters. 

Responds to queries promptly and follows through. 

Turns data into a recommendation, not just a report. 

Changes decisions with evidence. 

Presents HR data accurately and answers the follow up questions. 

Works across teams and time zones with ease. 

Represents the site credibly at India and Group level. 

6. Discretion and Professional Integrity 

Description: Judgement and trustworthiness in handling sensitive information and decisions that affect people's employment. 

Core 

Strength 

Exceptional 

Shares employee information only with those who need it. 

Builds processes that protect confidential data by design. 

Trusted by leaders and employees alike with the most sensitive matters. 

Checks recipients and attachments before sending anything confidential. 

Holds a firm line when asked to bend the rules. 

Sets the standard for confidentiality across the site. 

Raises concerns about conduct promptly and honestly. 

Models professional standards for the office. 

Strengthens data protection practice across the India HR function.