HR Operations

A. People Operations Talent acquisition ●Own end-to-end recruitment: job descriptions, postings, sourcing, screening, selection, offer negotiation, and closure. ●Build sourcing channels, referral programs, and pipelines for recurring roles. ●Design the hiring process itself — scorecards, structured rounds, panel training for founders and managers.

●Track hiring metrics: time-to-fill, cost-per-hire, offer acceptance, source effectiveness, funnel drop-off. ●Own employer branding and candidate experience. Employee lifecycle ●Run onboarding end to end: offer rollout, document verification, background checks, induction, and first-week experience. ●Own employee master data and HRIS integrity (Zoho People / Zoho Payroll or equivalent).

●Manage confirmations, probation reviews, internal movements, exits, full and final settlement, and exit interviews. ●Analyze attrition patterns and surface retention risks to leadership. Payroll and statutory compliance ●Own end-to-end monthly payroll: new joiners, exits, salary revisions, arrears, incentives, deductions, and variable pay.

●Ensure statutory compliance and timely filings across PF, ESI, Professional Tax, TDS, Gratuity, Bonus, Shops & Establishments, and LWF. ●Own year-end tax workings, investment proof verification, and Form 16 issuance. ●Support internal, statutory, and investor-led audits with reconciliations and documentation.

Compensation

and benefits ●Conduct salary benchmarking and recommend pay bands, structures, and corrections. ●Administer increment cycles, bonus and incentive plans, and benefits including group insurance and leave policy. ●Support ESOP administration: grants, vesting, record-keeping, and employee communication, with Finance and legal counsel.

●Partner with Finance on headcount cost, payroll reconciliation, and workforce budgeting. Performance management ●Administer the quarterly appraisal cycle including self, peer, and manager review protocols. ●Own and evolve the Performance Appraisal Scorecard framework, including rating calibration and normalization. ●Roll out and maintain goal-setting frameworks (OKRs / KRAs) and link them to review outcomes.

●Translate appraisal outcomes into promotion, increment, reward, and recognition decisions with leadership. ●Publish cycle analytics: rating distribution, completion rates, performance trends by team. Learning and development ●Build a training needs analysis from appraisal data at individual and team level. ●Own training programs with internal and external facilitators, and measure post-training impact.

●Build individual development plans, manager capability programs, and career paths for high-potential employees. Employee relations ●Handle grievances, conflicts, and escalations with fairness, confidentiality, and speed. ●Conduct investigations and administer the disciplinary process including warnings, PIPs, and terminations, with proper documentation.

●Act as POSH committee coordinator and maintain compliance with related obligations. Policy, culture, and engagement ●Draft and roll out HR policies, SOPs, and the employee handbook in partnership with founders and the Board. ●Track employment and labour legislation and assess the impact of changes on company practice.

●Own town halls, engagement programs, offsites, and internal communication. ●Run engagement and pulse surveys, analyze results, and drive action plans. B. Business Operations Process, systems, and internal tooling ●Design, document, and continuously improve internal processes and SOPs across functions. ●Own the internal tool stack (HRIS, ticketing, project management, communication, document management) — selection, implementation, adoption, and integration.

●Build dashboards and MIS reporting for leadership on headcount, hiring, attrition, spend, and operational KPIs. ●Identify manual, repetitive work and automate or eliminate it. Vendor and contract ownership ●Evaluate, negotiate, and onboard vendors across IT, software, recruitment, insurance, and professional services.

●Own contracts, renewals, SLAs, rate negotiations, and vendor performance reviews. ●Control operational spend against budget and consolidate the vendor base where possible. Compliance, legal, and governance ●Maintain the contract repository: employment agreements, NDAs, consultant and vendor contracts. ●Coordinate with external legal counsel on drafting, review, and disputes.

●Track company-level licenses, registrations, renewals, and regulatory obligations. ●Support ROC compliance, due-diligence requests, and audit readiness. ●Own IT access governance across the joiner–mover–leaver flow, including provisioning, de-provisioning, and device policy. Leadership partnership ●Partner with founders on org design, headcount planning, and workforce budgeting.

●Act as the operational connective tissue across Sales, Delivery, Product, and Finance — unblocking dependencies and running cross-team programs. ●Support board and investor reporting with people and operations data. ●Build and lead the HR and Ops team as the function grows, including hiring and mentoring. ●Own business continuity and crisis response for people-related incidents.