HR Generalist

Required Skills:

A. People Operations Talent acquisition Own end-to-end recruitment: job descriptions postings sourcing screening selection offer negotiation and closure. Build sourcing channels referral programs and pipelines for recurring roles. Design the hiring process itself scorecards structured rounds panel training for founders and managers. Track hiring metrics: time-to-fill cost-per-hire offer acceptance source effectiveness funnel drop-off. Own employer branding and candidate experience. Employee lifecycle Run onboarding end to end: offer rollout document verification background checks induction and first-week experience. Own employee master data and HRIS integrity (Zoho People / Zoho Payroll or equivalent). Manage confirmations probation reviews internal movements exits full and final settlement and exit interviews. Analyze attrition patterns and surface retention risks to leadership. Payroll and statutory compliance Own end-to-end monthly payroll: new joiners exits salary revisions arrears incentives deductions and variable pay. Ensure statutory compliance and timely filings across PF ESI Professional Tax TDS Gratuity Bonus Shops & Establishments and LWF. Own year-end tax workings investment proof verification and Form 16 issuance. Support internal statutory and investor-led audits with reconciliations and documentation. Compensation and benefits Conduct salary benchmarking and recommend pay bands structures and corrections. Administer increment cycles bonus and incentive plans and benefits including group insurance and leave policy. Support ESOP administration: grants vesting record-keeping and employee communication with Finance and legal counsel. Partner with Finance on headcount cost payroll reconciliation and workforce budgeting. Performance management Administer the quarterly appraisal cycle including self peer and manager review protocols. Own and evolve the Performance Appraisal Scorecard framework including rating calibration and normalization. Roll out and maintain goal-setting frameworks (OKRs / KRAs) and link them to review outcomes. Translate appraisal outcomes into promotion increment reward and recognition decisions with leadership. Publish cycle analytics: rating distribution completion rates performance trends by team. Learning and development Build a training needs analysis from appraisal data at individual and team level. Own training programs with internal and external facilitators and measure post-training impact. Build individual development plans manager capability programs and career paths for high-potential employees. Employee relations Handle grievances conflicts and escalations with fairness confidentiality and speed. Conduct investigations and administer the disciplinary process including warnings PIPs and terminations with proper documentation. Act as POSH committee coordinator and maintain compliance with related obligations. Policy culture and engagement Draft and roll out HR policies SOPs and the employee handbook in partnership with founders and the Board. Track employment and labour legislation and assess the impact of changes on company practice. Own town halls engagement programs offsites and internal communication. Run engagement and pulse surveys analyze results and drive action plans. B. Business Operations Process systems and internal tooling Design document and continuously improve internal processes and SOPs across functions. Own the internal tool stack (HRIS ticketing project management communication document management) selection implementation adoption and integration. Build dashboards and MIS reporting for leadership on headcount hiring attrition spend and operational KPIs. Identify manual repetitive work and automate or eliminate it. Vendor and contract ownership Evaluate negotiate and onboard vendors across IT software recruitment insurance and professional services. Own contracts renewals SLAs rate negotiations and vendor performance reviews. Control operational spend against budget and consolidate the vendor base where possible. Compliance legal and governance Maintain the contract repository: employment agreements NDAs consultant and vendor contracts. Coordinate with external legal counsel on drafting review and disputes. Track company-level licenses registrations renewals and regulatory obligations. Support ROC compliance due-diligence requests and audit readiness. Own IT access governance across the joinermoverleaver flow including provisioning de- provisioning and device policy. Leadership partnership Partner with founders on org design headcount planning and workforce budgeting. Act as the operational connective tissue across Sales Delivery Product and Finance unblocking dependencies and running cro

Required Education:

Under Graduate / Post Graduate