Employee Resource jobs in Delhi at CryptoMize are open on a rolling, always-hiring basis — the agency grows only as fast as its people do, and this role recruits, supports and develops them through the policies and procedures that make it possible. This is a full-time, permanent position with immediate joining, based at our New Delhi HQ, running the people-operations layer for a firm whose hiring bar is famously evidence-based. The seat spans the full cycle: hiring, onboarding, growth and the hard conversations — and in an agency that hires continuously across every discipline, the cycle never actually stops. Below is the complete job description — responsibilities, requirements, the seniority path, and the selection process.
LOCATION New Delhi (HQ)
EMPLOYMENT Full-time · Permanent
AVAILABILITY Immediate · Rolling intake
COMPENSATION Discussed at screening
TRACKS ON THIS DESK9
CRAFT SKILLS NAMED11
TOOLS & SYSTEMS5
PATH STAGES4
01
01The actual work
What will you actually do as a Employee Resource at CryptoMize?
01
Assist in the creation and execution of human resources initiatives and systems — the machinery the whole agency hires and grows through
02
Advise on policies and processes across the firm, from hiring protocol to engagement staffing rules
03
Prepare job descriptions, post openings and manage the hiring process — actively involved in recruitment, not administrating it
04
Make and carry out onboarding strategies that get new joiners productive inside their first weeks
05
Create the training and growth programs that move interns to analysts and specialists to leads
06
Assist in the management of performance — the honest cadence, not the annual theater
07
Assist in the resolution of disciplinary and grievance matters with fairness and documentation on both sides
08
Keep employee records in accordance with company policy and statutory requirement — accurate, confidential, current
ROLE RESPONSIBILITIES
As an Employee Resource at CryptoMize you will recruit, support and develop the agency’s talent — developing policies, managing procedures, preparing job descriptions, posting ads and running the hiring process with real involvement. You build the onboarding that sticks, the training that compounds, and the records that keep the firm compliant.
Fairness is a standing duty: most organizations discover people-process failure in a dispute, but here it gets intercepted upstream — in policy clarity, documentation discipline and consistent application. Every grievance and disciplinary matter you assist with is handled with both fairness and a defensible record.
The function also carries institutional responsibility for the hiring bar itself: the agency hires on evidence, not credentials, and the people operations seat is where that standard is kept honest in practice. The ones whose teams stay strong and fully staffed are the ones promoted first.
02
02Capability profile
What skills and tools does a Employee Resource need?
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Craft skills11 Tools & systems5 Offer standards4
Full-cycle recruitment — sourcing, screening, evidence-based selectionPolicy and process literacy with drafting abilityOnboarding program designTraining and development program creationPerformance management facilitationEmployee relations — grievance and disciplinary handlingRecord-keeping with statutory disciplineConfidentiality judgment on sensitive personnel mattersCommunication across every level from interns to leadershipSystems fluency in HRIS and tracking toolsDiscretion as a working condition (non-negotiable)
HRIS platforms (Zoho / Keka-class)Applicant tracking systemsPolicy documentation workspacesOnboarding checklist and program toolingCompliance and records templates
Depth of demonstrated skill in the specific role disciplineClassification and scope of the client engagement the role supportsUrgency and time-sensitivity of active project requirementsTrack record built across CryptoMize engagements
Also known as: employee resource jobs · people operations jobs · hr resource vacancy · employee support openings
03
03Seniority ladder
Employee Resource — seniority path at CryptoMize
People-operations roles advance by the health of the teams they build, not tenure. The ladder below is how the function is actually organized.
Employee Resource
Runs the people cycle for assigned teams — hiring support, onboarding, records and the day-to-day employee interface.
1/4
Senior Employee Resource
Owns full recruitment pipelines and the performance cadence for a department, and handles sensitive matters end-to-end.
2/4
People Operations Lead
Runs the function — policy, hiring strategy and the development architecture across the whole agency.
3/4
HR Manager track
The management route: people-operations leads who take full HR leadership, owning the employment relationship at every level.
4/4
04
04The engagement surface
CryptoMize work a Employee Resource touches
Every role plugs into live engagements across the five Penta-P domains — these are the services your work feeds.
Employee Resource · Job Opening
This seat plugs into 4 live CryptoMize services across the five Penta-P domains — the work below is where yours lands.
4 SERVICESPENTA-P
Consultancy
Education Optimization
Training
Governance Support
WHAT DOES EMPLOYEE RESOURCE COMPENSATION DEPEND ON?
Compensation is discussed during screening — never a fixed public figure, because it varies per person and per engagement. It depends on:
# OFFER CONSTRUCTION FACTOR
01 Depth of demonstrated skill in the specific role discipline
02 Classification and scope of the client engagement the role supports
03 Urgency and time-sensitivity of active project requirements
04 Track record built across CryptoMize engagements
