Human Resources Manager

Role Summary

We are hiring People Operations Lead (HR & Talent) to build and manage our people-function from the ground up. This role will take ownership of recruitment, HR operations, policies, compliance, employee experience, and performance systems , while working closely with leadership to bring structure, discipline, and scalability to the organization.

This is a hands-on, execution-heavy role (not advisory-only). You will set up HR foundations and then run them.

Salary : 3 l.p.a to 4.2 l.p.a. depending on the experience

Qualifications & Experience

• 26 years experience in HR generalist or HR operations + recruitment roles.
• Prior experience as a standalone HR or early-stage HR hire is a strong advantage.
• Exposure to healthcare/hospitality/SME environments is a plus (not mandatory).

Key Responsibilities

1) Hiring & Recruitment (End-to-End)

• Own full-cycle hiring for all functions: sourcing screening interviews offers onboarding.
• Build a structured hiring process: scorecards, interview guides, evaluation forms, and selection workflows.
• Create and maintain talent pipelines (LinkedIn, referrals, local networks, agencies when needed).
• Coordinate interview scheduling and ensure fast turnaround time.
• Maintain recruitment dashboards: positions open, funnel conversion, time-to-hire, offer acceptance rate.

2) HR Operations & Employee Lifecycle

• Set up and manage HR documentation: employee files, letters, contracts, onboarding checklists.
• Handle joining formalities: ID proofs, KYC, bank details, policy sign-offs, probation tracking.
• Manage attendance/leave processes (and help implement tools if required).
• Prepare HR communications: announcements, policy updates, internal circulars.
• Coordinate with payroll/accounting for salary inputs, changes, incentives, deductions, and reimbursements.

3) Policies, Compliance & Governance

• Draft and implement core HR policies: attendance, leave, code of conduct, disciplinary process, expense policy, anti-harassment.
• Maintain statutory compliance documentation and coordinate with external consultants (if required): PF/ESI/PT, labour law registers, etc.
• Ensure compliant employment practices: contracts, notice periods, terminations, data confidentiality.

4) Performance Management & Culture

• Implement performance management systems: goal-setting (OKRs/KPIs), monthly reviews, appraisals.
• Build role clarity: job descriptions, KRAs, reporting structures, probation criteria.
• Create employee engagement mechanisms: feedback cycles, check-ins, basic culture rituals.
• Address employee grievances professionally and confidentially; ensure timely resolution.

5) Learning & Development (Basic Setup)

• Identify training needs and coordinate onboarding/training plans.
• Help create role-based training modules (especially for new joiners).
• Maintain training records and track completion.

6) HR Reporting & Leadership Support

• Maintain HR MIS: headcount, attrition, hiring pipeline, leaves, performance status.
• Support leadership with org structuring, workforce planning, and compensation benchmarking (basic level).
• Proactively highlight people risks and recommend solutions.

Expectations

Hiring process becomes structured and reliable (clear pipeline, scorecards, faster closures).

HR documentation and onboarding becomes standardized (no ad-hoc letters or missing records).

Core policies are drafted, communicated, and implemented.

A functional performance review cadence starts (monthly/quarterly).

Clear reporting and visibility: HR dashboards + regular updates to leadership.

Required Skills & Competencies

Functional Skills

• Strong recruitment execution: sourcing, screening, coordination, offer closure.
• Solid understanding of HR operations and documentation.
• Working knowledge of Indian HR compliance basics (PF/ESI/PT, labour law hygiene) and ability to coordinate with consultants.
• Ability to build processes from scratch and implement them.

Behavioural Skills

• High ownership and integrity (handles sensitive matters with discretion).
• Strong communication: clear, firm, respectful.
• Process-oriented and detail-focused (documentation accuracy is non-negotiable).
• Problem-solving mindset with ability to manage ambiguity in early-stage environments.
• Ability to influence leadership and employees without formal authority.

Tools / Systems (Preferred)

• Comfortable with Microsoft Office / Google Workspace (Excel/Sheets is important).
• Familiarity with HRMS/attendance tools (not mandatory, but preferred).
• Ability to set up simple trackers and dashboards.