Executive — Recruitments & Admin
RAS Luxury Skincare | Mumbai Office
Department
Recruitments & Admin
Location
Mumbai
Designation
Executive
Reporting To
Founders / Leadership
About RAS Luxury Skincare
RAS Luxury Skincare is a premium, science-backed skincare brand rooted in the belief that real ingredients deliver real results. We are a lean, high-performing team where every individual — including our founders — rolls up their sleeves and gets things done. Our culture is collaborative, ego-free, and deeply invested in excellence at every level.
Role Overview
This is a one-person powerhouse role. The Executive – Recruitments & Admin is the backbone of the Mumbai office — responsible for keeping the workplace running seamlessly, building a great team, and ensuring every employee has a positive experience from Day 1.
This role requires someone who is equally comfortable writing a recruitment brief, onboarding a new joiner, resolving a laptop issue, and stepping in to make sure a cabin is set up correctly before an important meeting. At RAS, no task is beneath anyone — our founders and senior leadership lead by example in this regard, and we expect the same from this role.
A Note on Culture & Mindset
At RAS, we believe that the best leaders are hands-on. Whether it is our founders or a VP, no one considers any task too small if it serves the team or the brand. A few examples of what this looks like in practice:
- On office & operations: If the housekeeping staff has missed placing water glasses in a cabin before a meeting, our Executive does not escalate or wait — they place the glasses themselves and then address the root cause with the housekeeper afterwards.
- On recruitment: If a strong candidate has not heard back in three days and is likely to drop off, our Executive does not wait for a reminder from the hiring manager — they pick up the phone, keep the candidate warm, and follow up internally to get a decision. A good candidate lost to slow process is a failure we take personally.
- On onboarding: If a new joiner's laptop is not ready on Day 1, our Executive does not shrug and say the IT vendor is delayed — they arrange an interim solution, sit with the joiner through their first-day setup, and make sure the person feels genuinely welcomed, not just processed. First impressions of a company are set in the first 48 hours.
- On making people feel secure: Employees should never feel like they are in the dark about where they stand. Our Executive proactively checks in — especially with newer team members — to ensure they feel supported, heard, and clear on expectations. A settled, secure team performs better. That is not soft work; it is strategic.
- On performance & feedback: This role is also a trusted channel for the leadership team. If someone on the team is underperforming, struggling, or creating friction, our Executive is expected to have honest, constructive conversations — both to support the individual and to keep leadership informed. This requires courage, tact, and complete confidentiality. It is not about managing people out; it is about helping people grow, and being clear when growth is not happening.
This is not an exception; it is an expectation. If you bring ego to this role, this is not the right place for you. If you bring ownership, empathy, and the courage to do hard things well — you will thrive here.
Key Responsibilities1. Recruitment & Talent Acquisition
- Own end-to-end recruitment: write JDs, post on relevant platforms, source candidates, screen resumes
- Shortlist candidates based on role fitment and coordinate interview schedules with hiring managers
- Coordinate and confirm all interview logistics — in-person and virtual
- Ensure timely follow-up with candidates at every stage; maintain a positive candidate experience
- Collect structured interview feedback from the reporting manager within 24 hours of each interview
- Maintain a recruitment tracker and provide weekly status updates to leadership
- Build a pipeline of passive candidates for recurring roles
2. Onboarding & Induction
- Execute a structured, warm, and professional onboarding experience for every new joiner
- Prepare offer letters, employment documentation, and Day 1 readiness kits
- Coordinate system access, ID cards, workstation setup, and equipment allocation before the joining date
- Conduct the induction session covering company history, culture, values, team introductions, and policies
- Ensure the new joiner meets all key stakeholders in the first week
- Schedule 30-day and 60-day check-ins and capture early feedback from both joiner and reporting manager
3. Employee Welfare, Engagement & Grievance Handling
- Be the go-to person for employees with concerns, queries, or requests — approachable and discreet
- Plan and execute employee engagement activities, celebrations, and milestone events
- Maintain a calendar of birthdays, work anniversaries, and team events
- Handle grievances with sensitivity and confidentiality; escalate to leadership only when truly necessary
- Gather periodic pulse feedback from employees and share actionable insights with leadership
- Ensure HR policies are clearly communicated and consistently applied
4. Scheduling & Coordination
- Manage interview scheduling, induction calendars, and leadership meeting coordination
- Handle logistics for internal events, offsite meetings, and team gatherings
- Maintain accurate records: attendance, leave, HR documentation, vendor contracts
- Prepare and share regular reports on open positions, headcount, and admin status with leadership
5. Administration & Facility Management
- Ensure the Mumbai office is clean, well-stocked, and fully operational at all times
- Manage housekeeping staff — set daily task schedules, conduct spot checks, and hold them accountable for quality
- Be the first line of response for any facility issue: if something is not right, fix it first and investigate second
- Manage vendor relationships: office supplies, pantry, maintenance, courier, utilities
- Maintain office inventory and raise purchase requests proactively — never let the office run out of essentials
- Coordinate asset allocation and maintenance (furniture, equipment, appliances)
- Ensure meeting rooms and cabins are set up correctly before every meeting — water, stationery, AV, cleanliness
6. IT Support & Coordination
- Be the first point of contact for day-to-day IT issues: connectivity, software access, hardware problems
- Coordinate with external IT vendors for resolution of issues that require specialised support
- Manage software licenses, tool subscriptions, and access management for the office
- Ensure all new joiners have fully configured systems and required software access on Day 1
- Maintain an asset register for all IT equipment and ensure timely servicing or replacement
Key Result Areas (KRAs) & Success Metrics
KRA / Focus Area
Key Activities
Success Metrics
Recruitment Turnaround
Roles posted within 3 days of approval; shortlists shared within 5 working days; interview scheduling completed within 48 hrs
Time-to-shortlist ≤5 days; candidate experience score from hiring manager ≥4/5
Feedback & Closure
Interview feedback collected from hiring manager within 24 hrs of each interview; offer/rejection communicated within 48 hrs of final decision
Feedback compliance 100%; zero delayed offers after decision
Onboarding Quality
Day 1 readiness: system, access, desk, documentation ready before joining; induction conducted in first 2 days
100% on-time onboarding; 30-day check-in completion rate 100%
Employee Engagement
Events planned quarterly; birthdays/anniversaries acknowledged on day; grievances addressed within 48 hrs
Employee satisfaction score ≥4/5; zero unacknowledged grievances
Office Operations & Facility
Daily housekeeping checklists completed; facility issues resolved within 24 hrs; zero escalations from leadership on office upkeep
Zero unresolved issues >24 hrs; 100% cabin/room readiness before meetings
IT Support
First response to IT issues within 2 hrs; vendor escalation within 4 hrs if unresolved
Issue resolution rate ≥90% within 24 hrs; zero Day 1 access failures for new joiners
Hands-On Execution
No task deferred due to "not my job" reasoning; office standards maintained proactively
Zero instances of leadership needing to flag repeat operational issues
What We Are Looking For
- 2–4 years of experience in HR administration, office management, or a hybrid ops role
- Exposure to end-to-end recruitment — not just coordination, but ownership
- Comfortable with IT basics: troubleshooting connectivity, managing software access, coordinating vendors
- Excellent communication skills — professional, warm, and clear in both written and verbal English and Hindi
- High ownership mentality — you notice what needs to be done and you do it, without being asked twice
- Strong organisational skills — you can juggle recruitment, admin, and an employee event on the same day
- Discretion and emotional intelligence — especially for grievance handling and sensitive HR matters
- Zero ego. Genuinely zero. This is non-negotiable.
What You Will Get
- A front-row seat at a founder-led luxury brand with genuine growth ambitions
- Direct exposure to leadership — you will work closely with the founders
- A culture that respects hard work, rewards ownership, and promotes from within
- Competitive compensation for the right candidate
- The satisfaction of building something — the HR and admin foundation of a growing brand
If you are the kind of person who sees a problem and solves it — without waiting to be told, without checking if it is "your job", and without complaint — we want to meet you.
This role is for someone who takes pride in a well-run office, a well-onboarded team member, and a well-resolved grievance. Small things matter here. Because at RAS, the details are never small
Pay: ₹400,000.00 - ₹600,000.00 per year
Work Location: In person
