HR Generalist

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.