| Description |
KEY RESPONSIBILITIES
1. End-to-End People Operations
-Own the daily HR function ,including employee records, attendance, leave, confirmations, letters, policy administration, exits, employee communication and HR documentation.
-Maintain complete and accurate employee files, HRIS records, statutory/supporting documents,
trackers, acknowledgements and employee-status records.
- Establish practical HR routines, calendars, checklists and dashboards so that recurring work is
completed without management chasing.
- Respond to employee questions professionally while maintaining appropriate confidentiality,
consistency and documentation discipline.
2. Talent Acquisition and Workforce Planning
-Own end-to-end recruitment and client-support roles: requirement clarification, JD
refinement, sourcing, screening, interview coordination, candidate assessment, compensation
discussion, offers, pre-joining follow-up and joining closure.
-Personally source candidates using appropriate channels such as LinkedIn, Naukri, job portals,
referrals, databases and recruitment partners rather than functioning only as an interview
coordinator.
-Build and maintain live pipelines for recurring or anticipated roles so hiring does not begin only after a
vacancy becomes urgent.
-Track hiring funnel metrics, aging, offer-to-join conversion, joining risk and early attrition; surface
concerns before they become delivery problems.
-Support growth from the current team size toward approximately 50-60+ employees as business
requirements develop.
3. Client People / Staffing Liaison
-Serve as the primary HR-side liaison for designated client staffing and employee matters.
-Translate client manpower requirements into actionable recruiting plans and provide concise, reliable
status updates.
-Coordinate people-related matters such as onboarding readiness, attendance or conduct concerns,
replacements, performance follow-up, employee documentation and offboarding where applicable.
-Communicate confidently in English with U.S.-based hiring managers and client stakeholders, including
through email, video calls and structured staffing updates.
-Escalate commercial, contractual or sensitive management decisions appropriately rather than
attempting to resolve matters outside HR authority.
4. Onboarding and Employee Lifecycle
-Own joining documentation, induction, policy orientation, reporting-manager coordination, access
requests and initial HR briefing.
-Track probation, confirmation, changes in employment status, performance inputs and required
documentation.
-Prepare or coordinate offer letters, appointment letters, confirmation letters, warnings, experience
letters, relieving letters and related HR correspondence.
-Manage resignations, handovers, exit documentation, exit interviews and full-and-final inputs in
coordination with finance/accounting.
5. Attendance, Leave, Timesheets and Work Discipline
-Monitor attendance, punctuality, leave, timesheets and work-hour compliance for office-based and
remote employees.
- Ensure exceptions are investigated and closed with employees and managers rather than allowed to
remain open indefinitely.
-Maintain disciplined leave approval and attendance records and provide accurate status reporting to
management.
-Support fair, documented and consistent application of company policies and escalation procedures.
6. Performance and Accountability Systems
-Coordinate scorecards, KPI inputs, probation reviews, performance reviews, performance
improvement plans and related follow-ups.
-Work with line managers to ensure performance concerns are specific, documented, timely and
followed through to closure.
-Track responsiveness, ownership, attendance, work discipline and other recurring people-performance
indicators.
-Prepare concise management dashboards and exception reports instead of relying only on narrative
updates.
7. Employee Relations, Policies and Compliance Support
-Serve as the first HR point of contact for employee concerns and handle issues with maturity, fairness,
discretion and proper escalation.
-Implement and maintain HR policies, employee handbooks, attendance/leave rules, confidentiality
requirements, disciplinary processes and acknowledgements.
-Maintain working familiarity with applicable Indian employment requirements and coordinate with
management, the accountant and external professionals when specialist legal or statutory input is
needed.
-Support POSH administration, statutory records and other compliance processes applicable to the
organization.
8. Payroll Inputs and Accountant Coordination
-Own the accuracy and timeliness of HR-originated payroll inputs, including attendance, leave, joining,
separation, compensation changes, incentives/deductions and employee-status information.
-Coordinate closely with the company accountant, who generally handles payroll calculation,
processing, accounting and financial/statutory administration.
-Review employee-related payroll discrepancies and coordinate timely resolution with the accountant.
-Maintain supporting HR documentation for payroll-related changes and approvals.
9. Management Reporting and Independent Execution
-Provide a concise weekly HR dashboard covering hiring, joining, attendance exceptions, employee
issues, pending actions, upcoming decisions and material risks.
-Maintain a rolling 30/60/90-day people and recruitment outlook.
-Close routine work independently and escalate only issues that genuinely require management
judgment or approval.
-Operate with high integrity and preserve confidentiality across employee, compensation, client and
management information.
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