HR Management Course Online

Attain a comprehensive understanding of HR Analytics course terminology and its advantages and applications.

Gain insights into job roles and responsibilities within our specialized HR placement course.

Engage in practical exercises involving various key management styles, fostering skill development and bridging gaps.

Acquire a profound knowledge of HR analytics and grasp the significance of personality development training.

Delve into the intricacies of the selection process, recruitment procedures, appraisals, and more.

Recruitment and Selection: The Recruitment and Selection module teaches how to find and choose the best candidates for jobs. It covers everything from creating job ads to reviewing resumes and conducting interviews. By mastering this module, HR professionals can improve their hiring processes and ensure they select candidates who fit the company well.

Onboarding: The Onboarding module focuses on how to welcome new employees to the organization. It includes training new hires about company policies, introducing them to their teams, and ensuring they have the tools needed for their jobs. A good onboarding process helps new employees feel comfortable and engaged from the start.

Employee Information Management: The Employee Information Management module teaches how to organize and maintain employee records accurately. This includes personal details, job history, and performance data. Proper management ensures that information is secure and accessible when needed, helping HR teams make informed decisions while complying with privacy laws and company policies.

Performance Management : The Performance Management module covers how to evaluate and improve employee performance. It teaches setting clear goals, providing feedback, and conducting reviews. Understanding performance management helps HR professionals support employee development and align individual efforts with company objectives, ultimately enhancing overall productivity and job satisfaction within the organization.

Training and Development: The Training and Development module emphasizes the importance of ongoing employee training. It covers assessing training needs, creating effective programs, and measuring success. By investing in employee development, HR professionals can help workers gain new skills, improve job performance, and adapt to changing workplace demands, fostering a culture of continuous learning.

Compensation and Benefits: The Compensation and Benefits module focuses on designing fair and competitive pay structures. It includes understanding salary ranges, bonuses, health insurance, and retirement plans. By learning how to manage compensation effectively, HR professionals can attract and retain talented employees while ensuring the organization remains financially sustainable and compliant with regulations.

Time and Attendance Management: The Time and Attendance Management module teaches how to track when employees work. This includes methods for recording hours, managing schedules, and addressing absences. By effectively managing time and attendance, HR professionals can ensure accurate payroll, prevent abuse of leave policies, and improve overall workforce productivity and planning.

Payroll Management: The Payroll Management module covers how to process employee payments accurately and on time. It teaches about calculating wages, deducting taxes, and ensuring compliance with labor laws. A solid understanding of payroll management is crucial for HR professionals to maintain employee trust and keep the organization running smoothly financially.

Employee Self-Service: The Employee Self-Service module focuses on tools that allow employees to manage their own information. This includes updating personal details, checking pay stubs, and requesting time off online. By implementing self-service options, HR departments can reduce their workload while empowering employees to take control of their own information.

Talent Management: The Talent Management module teaches how to identify and develop top talent within the organization. It covers strategies for career development, succession planning, and performance enhancement. By focusing on talent management, HR professionals can ensure that the company has the right people in key roles for future success.

Succession Planning: The Succession Planning module emphasizes preparing for future leadership needs. It involves identifying and nurturing potential leaders within the organization to ensure a smooth transition when key positions become vacant. Effective succession planning helps maintain stability and continuity, ensuring the company is always ready for changes in leadership.

Compliance Management: The Compliance Management module covers the importance of following labor laws and regulations. It teaches HR professionals how to develop policies that align with legal requirements regarding employment practices, workplace safety, and employee rights. Understanding compliance helps organizations avoid legal issues and create a fair, safe work environment for everyone.

Employee Engagement: The Employee Engagement module focuses on strategies to keep employees motivated and satisfied at work. It includes techniques for gathering feedback, promoting open communication, and recognizing achievements. By understanding employee engagement, HR professionals can build a positive workplace culture that increases productivity and reduces turnover, benefiting both employees and the organization.

HR Analytics and Reporting: The HR Analytics and Reporting module teaches how to analyze employee data for better decision-making. It covers key metrics, data collection methods, and how to create reports. By using HR analytics, professionals can identify trends, measure the impact of HR initiatives, and make informed choices that improve organizational effectiveness.

Offboarding: The Offboarding module focuses on the process of managing employee exits from the organization. It includes conducting exit interviews, facilitating knowledge transfer, and ensuring all necessary paperwork is completed. A thoughtful offboarding process helps maintain positive relationships with former employees and provides valuable insights to improve the work environment for current staff.

Applicant Tracking System (ATS): An Applicant Tracking System (ATS) is software that helps companies manage job applications. It collects and organizes resumes, making it easier for recruiters to find suitable candidates. With an ATS, businesses can track applicants through the hiring process, improving communication and saving time in recruitment efforts.

Human Resource Information System (HRIS): A Human Resource Information System (HRIS) is a tool used by companies to manage employee information. It keeps records of personal details, job history, and benefits. This software streamlines tasks like payroll processing and performance tracking, helping HR teams stay organized and comply with legal requirements efficiently.

Performance Management Software: Performance Management Software helps organizations assess how well employees are doing their jobs. It allows managers to set goals, provide regular feedback, and conduct performance reviews. By using this software, companies can track progress and support employee growth, ensuring everyone is aligned with the organization's objectives and goals.

Payroll Software : Payroll Software automates the process of paying employees. It calculates salaries, withholds taxes, and manages bonuses. This software ensures employees are paid accurately and on time, reducing the risk of errors. By using payroll software, HR teams can save time and focus on other important tasks in the organization.

Time and Attendance Tracking Tools: Time and Attendance Tracking Tools monitor when employees start and finish work. They help companies keep accurate records of hours worked, overtime, and absences. These tools can be manual or automated, making it easier to manage employee schedules and calculate payroll, ensuring everyone is paid correctly for their time.

Learning Management System (LMS): A Learning Management System (LMS) is an online platform for training employees. It offers various courses and tracks progress, making learning accessible. With an LMS, companies can provide consistent training, helping employees develop new skills and advance their careers while allowing HR to manage training resources efficiently.

Employee Engagement Platforms: Employee Engagement Platforms are tools designed to improve workplace satisfaction and connection. They allow companies to conduct surveys and gather feedback from employees about their experiences. By understanding employee feelings and addressing their concerns, organizations can create a more positive environment that boosts morale and productivity.

Recruitment Marketing Software: Recruitment Marketing Software helps companies attract job seekers. It promotes open positions through social media, job boards, and the company website. This software allows organizations to showcase their culture, values, and benefits, making it easier to connect with potential candidates and find the right talent for their needs.

Onboarding Software: Onboarding Software streamlines the process of welcoming new employees. It helps manage essential tasks like document signing, training schedules, and introductions to coworkers. By organizing these steps, onboarding software ensures that new hires feel supported, informed, and ready to start their roles effectively within the company.

Employee Self-Service Portals: Employee Self-Service Portals are online platforms where employees can access their personal information. They can update contact details, view pay stubs, and request time off without needing to contact HR. This convenience empowers employees, allowing them to manage their own information and reducing administrative burdens on HR teams.

HR Analytics Tools: HR Analytics Tools analyze employee data to help companies make better decisions. They track important metrics like turnover rates, engagement levels, and performance indicators. By understanding these trends, organizations can identify areas for improvement, develop better HR strategies, and create a more effective and supportive workplace for employees.

Benefits Administration Software: Benefits Administration Software helps companies manage employee benefits like health insurance and retirement plans. It tracks enrollment, changes, and compliance with regulations. This software simplifies the benefits process for employees, allowing them to easily access and manage their options while ensuring HR teams can handle administrative tasks more efficiently.

Succession Planning Software: Succession Planning Software helps organizations prepare for future leadership needs. It identifies and develops potential internal candidates for key positions, ensuring a smooth transition when leadership changes occur. By planning ahead, companies can minimize disruption and maintain stability, ensuring that the right people are ready to step into important roles.

Compliance Management Tools: Compliance Management Tools help businesses stay compliant with laws and regulations related to employment. They track necessary documents, training requirements, and policy updates. By using these tools, organizations can reduce legal risks, ensure proper practices, and create a safer, fairer workplace for all employees, fostering trust and accountability.

Employee Surveys and Feedback Tools: Employee Surveys and Feedback Tools collect input from employees about their experiences at work. They can include anonymous surveys and suggestion boxes, allowing employees to share their thoughts freely. This feedback helps organizations understand employee needs, identify areas for improvement, and create a better work environment that encourages engagement.

HR Information Systems (HRIS): HR Information Systems (HRIS) are software tools that help businesses keep track of employee information. They store data like personal details, job history, and performance records. HRIS makes it easier for HR teams to manage payroll, benefits, and other HR tasks efficiently, ensuring everything is organized and up to date.

Applicant Tracking Systems (ATS): Applicant Tracking Systems (ATS) are tools used by HR teams to manage job applications. They collect and organize resumes, making it easier to find the right candidates. ATS helps streamline the hiring process by tracking where applicants are in the recruitment journey, saving time and improving communication with job seekers.

Payroll Software: Payroll Software automates the process of paying employees. It calculates wages, deducts taxes, and manages benefits. By using payroll software, HR professionals ensure that employees are paid accurately and on time. This reduces errors and helps HR teams focus on other important tasks instead of manually processing payments.

Performance Management Tools: Performance Management Tools help HR teams evaluate how well employees are doing their jobs. These tools allow managers to set goals, give feedback, and hold reviews. By using these tools, HR can support employee growth, recognize achievements, and align individual work with the overall goals of the organization.

Data Analysis and Reporting: Data Analysis and Reporting skills involve examining employee information to make better decisions. This includes looking at data on turnover rates, job satisfaction, and performance metrics. HR professionals use these skills to identify trends, assess programs' effectiveness, and develop strategies that improve workplace culture and employee satisfaction overall.

Employee Engagement Platforms : Employee Engagement Platforms are tools designed to measure how satisfied and motivated employees feel at work. They often include surveys and feedback options to gather employee opinions. By using these platforms, HR can gain insights into employee feelings, identify areas for improvement, and foster a more positive work environment.

Learning Management Systems (LMS) : Learning Management Systems (LMS) are online platforms for delivering training and educational programs to employees. They allow companies to create, manage, and track training courses. With an LMS, HR can ensure that employees have access to consistent learning opportunities, helping them develop new skills and advance their careers effectively.

Time and Attendance Software : Time and Attendance Software helps companies track when employees work. This software records clock-ins and clock-outs, as well as manages leave requests. By using this tool, HR professionals can ensure accurate payroll processing, monitor attendance patterns, and maintain compliance with labor laws regarding employee working hours.

Project Management Tools : Project Management Tools help HR teams plan and manage HR projects effectively. These tools allow teams to organize tasks, set deadlines, and track progress. By using project management software, HR professionals can ensure that initiatives are completed on time, improving overall efficiency and collaboration within the HR department.

Customer Relationship Management (CRM) Systems : Customer Relationship Management (CRM) Systems are used to manage interactions with clients but can also benefit HR departments. HR can use CRM systems to track employee communications and engagement. By understanding CRM tools, HR professionals can improve internal relationships, enhance collaboration, and create a better overall work environment for everyone.

Compliance and Risk Management Tools: Compliance and Risk Management Tools help HR ensure that the company follows labor laws and regulations. These tools track policies, manage audits, and assess risks related to employment practices. By using these tools, HR professionals can avoid legal issues, maintain a safe workplace, and create fair policies for all employees.

Compensation Management Software

Compensation Management Software helps businesses design and manage employee pay and benefits. It allows HR teams to analyze salary data, create compensation packages, and ensure fairness among employees. By using this software, HR can attract and retain talent while staying within budget and complying with financial regulations.

Job Boards and Recruitment Platforms: Job Boards and Recruitment Platforms are websites where companies can post job openings and find candidates. These platforms help HR reach a wider audience and attract diverse talent. By effectively using these tools, HR professionals can streamline their recruitment processes and find the best candidates for their organization.

Social Media Recruiting: Social Media Recruiting involves using platforms like LinkedIn, Facebook, and Twitter to attract potential job candidates. HR professionals share job postings and showcase company culture online. By mastering social media recruiting, organizations can broaden their reach, engage with diverse talent, and enhance their employer brand in the competitive job market.

Digital Communication Tools: Digital Communication Tools include email, chat apps, and video conferencing software that help employees communicate effectively. HR professionals use these tools to facilitate collaboration and keep everyone informed. By leveraging digital communication, organizations can enhance teamwork, improve information sharing, and foster a connected workplace, even in remote settings.

SHRM-CP (Society for Human Resource Management - Certified Professional): The SHRM-CP certification is for HR professionals who handle day-to-day HR tasks. It covers important areas like hiring, training, and employee engagement. This certification shows that you understand HR practices and can support your organization effectively. Its a valuable credential that can help advance your HR career.

SHRM-SCP (Society for Human Resource Management - Senior Certified Professional): The SHRM-SCP certification is aimed at experienced HR leaders involved in strategic decision-making. It focuses on advanced topics such as organizational culture, compliance, and leadership. Earning this certification demonstrates that you have the expertise to drive HR initiatives and contribute to the overall success of the organization.

PHR (Professional in Human Resources): The PHR certification is for HR professionals who focus on technical and operational HR tasks. It covers areas like employee relations, recruitment, and compensation. This certification validates your knowledge in these important areas, helping you stand out in the job market and show your commitment to the HR field.

SPHR (Senior Professional in Human Resources): The SPHR certification is designed for HR managers and leaders who develop policies and strategies. It emphasizes skills in strategic planning, organizational development, and risk management. Achieving this certification proves your expertise in these areas and positions you as a leader in HR, enhancing your career opportunities significantly.

GPHR (Global Professional in Human Resources): The GPHR certification focuses on global HR practices, ideal for those working in international settings. It covers cultural differences, global employment laws, and best practices. Earning this certification shows you understand the complexities of managing a diverse workforce and can navigate challenges in a global business environment effectively.

CHRP (Certified Human Resources Professional): The CHRP certification is a credential for HR professionals in Canada, focusing on key HR knowledge areas. It covers recruitment, labor relations, and performance management. By earning this certification, you demonstrate your commitment to high standards in HR practices, enhancing your credibility and career prospects in the HR field.

CHRL (Certified Human Resources Leader): The CHRL certification is for HR leaders in Canada who focus on strategic HR management. It emphasizes skills in change management, organizational development, and leadership. Achieving this certification showcases your ability to lead HR initiatives effectively and positions you for higher-level roles within organizations, advancing your HR career.

CHRE (Certified Human Resources Executive): The CHRE certification is aimed at senior HR executives responsible for shaping HR strategy. It focuses on advanced leadership skills, governance, and risk management. By earning this certification, you demonstrate your capability to influence organizational direction and strategy, positioning yourself as a key leader in the HR profession.

HRMP (Human Resource Management Professional): The HRMP certification is designed for HR professionals managing HR functions globally. It covers essential topics like compliance, workforce planning, and talent management. This certification validates your knowledge in HR management on an international scale, enhancing your ability to contribute to your organizations strategic goals effectively.

HRBP (Human Resource Business Professional): The HRBP certification is for HR professionals who work closely with business leaders. It focuses on aligning HR practices with business goals, emphasizing talent management and organizational effectiveness. By obtaining this certification, you can enhance your ability to add strategic value to the organization and drive business success.

ATD Certification (Association for Talent Development): The ATD Certification focuses on developing talent and improving workplace learning. It covers instructional design, training delivery, and evaluating training effectiveness. By earning this certification, you demonstrate your commitment to fostering a culture of continuous learning in your organization and enhancing your skills in talent development and management.

CIPD (Chartered Institute of Personnel and Development): The CIPD certification is a recognized credential for HR professionals in the UK and beyond. It covers various HR topics, including employee relations and performance management. Achieving CIPD status showcases your professional competence and dedication to maintaining high standards in human resource management practices, improving your career prospects.

HR Analytics Certification: The HR Analytics Certification focuses on using data to make informed HR decisions. It teaches you how to collect, analyze, and report workforce data effectively. By earning this certification, you enhance your ability to leverage analytics for strategic planning, demonstrating how HR initiatives impact overall organizational performance and success.

Varied Duration: The HR Management Course Duration varies from a few weeks to several months, offering options for intensive or extended learning experiences.

Online Learning: Many institutions offer HR Management Courses online, facilitating remote learning for professionals with busy schedules.

Comprehensive Curriculum: Course durations cover essential HR topics comprehensively, including talent acquisition, employee relations, and strategic HR management.

Flexible Scheduling: The flexibility allows individuals to balance studies with work commitments or other responsibilities.

Affordability: Our HR Management course fees are designed to be accessible, providing high-quality education without a hefty price tag.

Comprehensive Learning: Gain in-depth knowledge and practical skills in HR Management without compromising on the depth of the curriculum.

Flexible Payment Options: We offer flexible payment plans at Croma Campus to accommodate various financial situations, making your education investment hassle-free.

Career Advancement: Elevate your career prospects with our budget-friendly HR Management Course Fees, ensuring a smooth transition into the exciting realm of Human Resource Management.

We not only aid in your knowledge acquisition but also focus on enhancing your personality development.

Becoming a skilled HR professional enables you to navigate various business-related activities successfully.

The course provides an in-depth knowledge of all HR concepts, ensuring proficiency in performing roles and responsibilities.

Upon completion, our HR Professional Certification training awards you a globally recognized certificate.

HR Manager Positions: Graduates of an HR Management Course Online are well-prepared to step into HR manager roles, overseeing personnel, policies, and organizational strategies.

Specialized HR Jobs: The course provides in-depth knowledge, enhancing the eligibility for specialized HR positions, such as recruitment specialists or employee relations experts.

General HR Jobs: Individuals can explore general HR jobs, playing vital roles in talent acquisition, onboarding, and day-to-day HR operations.

Strategic HR Positions: With the acquired expertise, graduates may advance to strategic HR positions, contributing to organizational development and workforce planning.

Leadership Opportunities: The course prepares individuals for leadership roles, positioning them for promotions to higher-level positions within the HR hierarchy.

HR Manager: An HR Manager is responsible for overseeing the human resources department in an organization. They handle various tasks, such as recruiting new employees, managing performance reviews, and ensuring employee satisfaction. By creating and enforcing HR policies, they help foster a positive work environment and ensure that the organization meets its goals.

Recruitment Specialist: A Recruitment Specialist focuses on finding and hiring the right candidates for job openings. They create job advertisements, screen applications, and conduct interviews. This role requires excellent communication skills and an understanding of what makes a candidate suitable for specific roles. Their goal is to build a strong team for the organization.

HR Generalist: An HR Generalist handles multiple HR tasks, making them versatile and knowledgeable in various areas. They assist with recruitment, employee relations, and benefits administration. By having a broad understanding of HR functions, they can effectively support employees and management, ensuring that workplace policies and procedures are followed consistently.

Talent Acquisition Manager: A Talent Acquisition Manager leads the recruitment efforts in a company. They develop strategies to attract skilled candidates and manage a team of recruiters. This role involves understanding the organizations needs and ensuring a smooth hiring process. Their goal is to find the best talent to help the company succeed.

Training and Development Manager: A Training and Development Manager creates and implements training programs to help employees improve their skills. They assess the training needs of the workforce and develop materials to meet those needs. This role is essential for employee growth, ensuring that staff members are equipped to perform their jobs effectively and advance in their careers.

Compensation and Benefits Manager: A Compensation and Benefits Manager designs and oversees employee pay and benefits programs. They analyze salary data, create competitive pay structures, and ensure compliance with regulations. Their role is vital for attracting and retaining talent by offering fair compensation and comprehensive benefits, contributing to overall employee satisfaction and loyalty.

Employee Relations Specialist: An Employee Relations Specialist focuses on maintaining positive relationships between employees and management. They address workplace issues, resolve conflicts, and promote a healthy organizational culture. This role requires strong communication and problem-solving skills, ensuring that employees feel heard and valued, which helps create a productive and harmonious work environment.

HR Business Partner: An HR Business Partner collaborates with management to align HR strategies with business goals. They provide insights on talent management, employee engagement, and organizational effectiveness. This role involves understanding both HR practices and business needs, allowing them to implement strategies that support the organizations objectives and enhance overall performance.

Organizational Development Specialist: An Organizational Development Specialist works to improve the overall effectiveness of a company. They analyze the organizations structure and processes, identifying areas for improvement. By implementing change management strategies and development initiatives, they help create a more efficient and adaptive organization, fostering a culture of continuous improvement and growth.

HR Analyst: An HR Analyst focuses on collecting and analyzing data related to human resources. They track metrics such as employee performance, turnover rates, and recruitment effectiveness. By using data to inform decisions, they help HR teams identify trends and areas for improvement, ultimately enhancing the organizations overall HR strategies and effectiveness.

HR Director: An HR Director leads the human resources department and is responsible for shaping HR strategy within the organization. They oversee all HR functions, including hiring, training, and employee relations. This senior role involves developing policies that align with the companys goals, ensuring a productive workplace, and fostering employee engagement.

Payroll Coordinator: A Payroll Coordinator manages the payroll process, ensuring that employees are paid accurately and on time. They handle calculations for wages, taxes, and deductions, making sure everything complies with laws. This role requires strong attention to detail and organizational skills, as they must manage payroll data and resolve any issues promptly.

Onboarding Specialist: An Onboarding Specialist helps new employees transition smoothly into the organization. They create onboarding programs that introduce new hires to company culture, policies, and their specific roles. This role ensures that newcomers feel welcomed and prepared, which boosts engagement and retention from their very first days in the company.

Compliance Officer: A Compliance Officer ensures that the organization follows all labor laws and internal policies. They monitor HR practices, conduct audits, and provide training on compliance issues. This role is crucial for minimizing legal risks and maintaining ethical standards, ensuring that the organization operates within the law and treats employees fairly.

Diversity and Inclusion Manager: A Diversity and Inclusion Manager focuses on promoting diversity within the workplace. They develop strategies to create an inclusive culture that values differences among employees. This role involves training staff and creating policies that ensure equal opportunities, helping the organization benefit from a diverse workforce that drives innovation and creativity.

Gain a comprehensive understanding of the HR domain and talent management concepts.

Develop the capability to apply theoretical knowledge strategically in practical scenarios.

Comprehend all HR analytics terms and their significance.

Acquire the skills to effectively fulfill roles and responsibilities as an HR professional in workforce management.

Explore various key management styles and understand their differences.

Learn the intricacies of the recruitment process, selection process, appraisals, and more.

HR Manager:

• Fresher: 3,00,000 - 5,00,000

• 2-5 years: 5,00,000 - 10,00,000

• 5-10 years: 10,00,000 - 15,00,000

• 10+ years: 15,00,000 - 25,00,000

Recruitment Specialist:

• Fresher: 2,50,000 - 4,00,000

• 2-5 years: 4,00,000 - 7,00,000

• 5-10 years: 7,00,000 - 12,00,000

• 10+ years: 12,00,000 - 18,00,000

HR Generalist:

• Fresher: 3,00,000 - 4,50,000

• 2-5 years: 4,50,000 - 8,00,000

• 5-10 years: 8,00,000 - 12,00,000

• 10+ years: 12,00,000 - 18,00,000

Talent Acquisition Manager:

• Fresher: 4,00,000 - 6,00,000

• 2-5 years: 6,00,000 - 10,00,000

• 5-10 years: 10,00,000 - 15,00,000

• 10+ years: 15,00,000 - 25,00,000

Training and Development Manager:

• Fresher: 3,50,000 - 5,50,000

• 2-5 years: 5,50,000 - 9,00,000

• 5-10 years: 9,00,000 - 14,00,000

• 10+ years: 14,00,000 - 20,00,000

Compensation and Benefits Manager:

• Fresher: 4,00,000 - 6,00,000

• 2-5 years: 6,00,000 - 10,00,000

• 5-10 years: 10,00,000 - 15,00,000

• 10+ years: 15,00,000 - 25,00,000

Employee Relations Specialist:

• Fresher: 3,00,000 - 4,50,000

• 2-5 years: 4,50,000 - 8,00,000

• 5-10 years: 8,00,000 - 12,00,000

• 10+ years: 12,00,000 - 18,00,000

HR Business Partner:

• Fresher: 4,00,000 - 6,00,000

• 2-5 years: 6,00,000 - 12,00,000

• 5-10 years: 12,00,000 - 18,00,000

• 10+ years: 18,00,000 - 30,00,000

Organizational Development Specialist:

• Fresher: 3,50,000 - 5,50,000

• 2-5 years: 5,50,000 - 9,00,000

• 5-10 years: 9,00,000 - 14,00,000

• 10+ years: 14,00,000 - 20,00,000

HR Analyst:

• Fresher: 3,00,000 - 5,00,000

• 2-5 years: 5,00,000 - 8,00,000

• 5-10 years: 8,00,000 - 12,00,000

• 10+ years: 12,00,000 - 18,00,000

HR Director:

• Fresher: 8,00,000 - 12,00,000

• 2-5 years: 12,00,000 - 20,00,000

• 5-10 years: 20,00,000 - 30,00,000

• 10+ years: 30,00,000 - 50,00,000

Payroll Coordinator:

• Fresher: 2,50,000 - 4,00,000

• 2-5 years: 4,00,000 - 7,00,000

• 5-10 years: 7,00,000 - 10,00,000

• 10+ years: 10,00,000 - 15,00,000

Onboarding Specialist:

• Fresher: 2,50,000 - 4,00,000

• 2-5 years: 4,00,000 - 7,00,000

• 5-10 years: 7,00,000 - 10,00,000

• 10+ years: 10,00,000 - 15,00,000

Compliance Officer:

• Fresher: 3,00,000 - 4,50,000

• 2-5 years: 4,50,000 - 8,00,000

• 5-10 years: 8,00,000 - 12,00,000

• 10+ years: 12,00,000 - 18,00,000

Diversity and Inclusion Manager:

• Fresher: 4,00,000 - 6,00,000

• 2-5 years: 6,00,000 - 10,00,000

• 5-10 years: 10,00,000 - 15,00,000

• 10+ years: 15,00,000 - 25,00,000

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