Job Title

Role SummaryWe 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 experienceQualifications & Experience- 2–6 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 Responsibilities1) 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 & CompetenciesFunctional 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.