ROLE INTENT (IMPORTANT)
This is a senior, high-trust HR leadership role in a founder-led organization.
The HR Manager is expected to:
- Own the entire people function end-to-end
- Act as the Founder’s primary filter for people, culture, and execution matters
- Convert unstructured discussions into clarity, decisions, and follow-through
- Reduce Founder involvement in people-related noise while improving decision quality
This role intentionally combines:
- Strategic HR leadership
- Recruitment ownership
- Discipline, compliance, and governance
- Founder-aligned execution, decision preparation, and follow-ups
The designation remains HR Manager. The accountability is much broader.
PART A: FOUNDER-ALIGNED EXECUTION & DECISION SUPPORT
- Own all people-related interactions involving the Founder
- Structure meetings with clear agendas, pre-reads, and expected outcomes
- Prepare written briefs, discussion notes, and decision summaries
- Maintain a Founder instruction & decision tracker
- Ensure every Founder instruction is followed through to closure
- Escalate only well-defined issues with:
– Clear problem statement
– Root cause
– Options with trade-offs
– Recommended course of action
- Actively filter noise, repetition, and half-baked problems from reaching the Founder
PART B: COMMUNICATION, WRITTEN CLARITY & FOLLOW-UPS
- Draft internal emails, notes, warnings, summaries, and action trackers
- Translate verbal discussions into structured written communication
- Ensure accountability through documented follow-ups
- Maintain confidentiality and discretion in all Founder-related matters
PART C: RECRUITMENT & TALENT ACQUISITION (CRITICAL)
- Own end-to-end hiring across all departments
- Build and maintain a live recruitment pipeline at all times
- Hire, onboard, and manage a minimum of 3 recruiters
- Ensure strict screening for competence, culture fit, and ownership
- Coordinate interviews and significantly reduce Founder interview load
- Implement and fully operate ATS (Zimyo or approved equivalent)
- Ensure all hiring data, feedback, and decisions are recorded in the system
PART D: HR SYSTEMS, PROCESS & OPERATIONS
- Implement and own Zimyo HRMS end-to-end
- Digitize and manage attendance, leave, employee records, and HR data
- Ensure organization-wide adoption of HR systems
- Maintain audit-ready HR documentation and MIS
PART E: PERFORMANCE, DISCIPLINE & GRIEVANCE MANAGEMENT
- Define KRAs, CRAs, and role-wise performance metrics
- Drive performance reviews and improvement plans
- Identify non-performance early and recommend corrective action
- Handle employee grievances firmly, fairly, and professionally
- Draft and issue warning letters, show-cause notices, and termination letters
PART F: COMPLIANCE, SALARY & PAYROLL
- Ensure statutory compliance including PF, ESIC (if applicable), labor laws, and Shops & Establishment
- Coordinate payroll processing with accuracy and confidentiality
- Manage salary structures, deductions, recoveries, and full & final settlements
- Ensure zero compliance or payroll-related escalations to the Founder
PART G: EXIT MANAGEMENT & RISK CONTROL
- Manage exits in a legally compliant and documented manner
- Protect company interests during disputes
- Coordinate with legal advisors where required
- Maintain exit checklists, recovery protocols, and closure documentation
SUCCESS METRICS
- Measurable reduction in Founder time spent on HR and people issues
- Improved hiring quality and speed
- Clear accountability and follow-through across teams
- Audit-ready compliance and documentation
- Stable, disciplined, and execution-focused organization
Job Types: Full-time, Permanent
Pay: ₹40,000.00 - ₹90,000.00 per month
Benefits:
- Cell phone reimbursement
- Leave encashment
- Paid sick time
- Paid time off
- Provident Fund
Work Location: In person
