HR Manager

ob Description: HR Manager - People Operations & Talent

Acquisition

Independent ownership of the India HR function talent acquisition workforce governance and

client people coordination

Department / Process People Operations / Human Resources

Primary Location Saket Office New Delhi; Greater Noida / Surajpur visits as required

Employment Type Full-Time Work-from-Office

Work Days Monday - Saturday

Typical India Hours 10:30 AM - 7:30 PM IST subject to applicable company policy and law

Team Context

Approximately 30-40 employees today with expected growth as additional client

engagements are added

Reporting /

Coordination

Reports to the Growth Strategist / Business Owner; works independently with management

line managers the company accountant and client stakeholders

ABOUT ATLAS ENGINEERING & INSPECTION SERVICES PVT. LTD.

Atlas Engineering & Inspection Services Pvt. Ltd. provides India-based professional administrative

engineering technology and management support services to construction infrastructure testing

inspection and related businesses. Atlas currently supports established U.S.-based operations and is

building the capability to serve additional clients. The India team is expected to grow materially as new

client relationships and service lines are added.

PURPOSE OF THE POSITION

The HR Manager will be the primary owner of the India people function. This is not a coordination-only or

junior generalist role. The successful candidate must be capable of independently managing day-to-day HR

operations end-to-end talent acquisition onboarding employee lifecycle administration attendance and

leave governance performance-process coordination employee relations policy implementation

compliance support documentation and HR reporting for the current organization and its planned growth.

The role also includes people-related liaison with clients and hiring stakeholders. As Atlas expands beyond

its current client base the HR Manager will be expected to translate client staffing requirements into

recruiting pipelines provide clear hiring and workforce updates coordinate onboarding and employee

matters and ensure that people-related commitments are executed professionally and on time.

Independent-ownership requirement

This role will operate without a senior HR leader providing day-to-day onsite supervision. The HR

Manager must therefore be highly self-driven organized and capable of establishing cadence making

routine decisions identifying gaps escalating judgment matters and closing work without repeated

reminders. Success in the role depends on disciplined independent execution rather than daily

managerial direction.

Atlas Engineering & Inspection Services Pvt. Ltd. Saket New Delhi Greater Noida Uttar Pradesh

KEY RESPONSIBILITIES

1. End-to-End People Operations

Own the daily HR function for Atlas India 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 for Atlas 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.

Atlas Engineering & Inspection Services Pvt. Ltd. Saket New Delhi Greater Noida Uttar Pradesh

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.

Atlas Engineering & Inspection Services Pvt. Ltd. Saket New Delhi Greater Noida Uttar Pradesh

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.

WORK ARRANGEMENT

This is an in-person role based primarily at the Saket office Monday through Saturday.

Work-from-home is not part of the normal working arrangement. Any exception requires specific

management approval.

Periodic visits to the Greater Noida / Surajpur office or other locations may be required for employee

administrative or business matters.

The role may occasionally require reasonable schedule adjustment for U.S. client calls or urgent hiring

matters. Working arrangements will be structured in accordance with applicable company policy and

employment requirements.

KEY ACCOUNTABILITIES / SCORECARD

Accountability Area Expected Outcome / Measure

Hiring execution Shortlists and closures within agreed timelines; transparent

aging of open roles

Quality of hire Strong 90-day retention and manager/client satisfaction

with new hires

Offer conversion Offer-to-join risks tracked and actively managed

People administration Employee records letters confirmations and lifecycle

documentation current and complete

Attendance / leave Exceptions identified promptly and closed with documented

resolution

Payroll inputs Accurate and timely HR inputs with minimal avoidable

corrections

Performance cadence Reviews scorecards PIPs and follow-ups completed on

schedule

Client responsiveness Clear and timely people/staffing communication with

designated client stakeholders

Management independence Routine work completed without repeated reminders; risks

surfaced early

Atlas Engineering & Inspection Services Pvt. Ltd. Saket New Delhi Greater Noida Uttar Pradesh

QUALIFICATIONS AND EXPERIENCE

Bachelors degree in Human Resources Business Administration Commerce Psychology or a related

field; MBA / PGDM in HR is preferred but not mandatory.

Approximately 5-8 years of relevant HR experience is preferred. Exceptional candidates with 4 years

may be considered if they have independently owned a broad HR function.

Demonstrated experience in end-to-end recruitment not merely interview coordination.

Experience managing a combination of HR operations employee lifecycle attendance/leave

performance processes employee relations and documentation.

Experience in a growing founder-led professional-services outsourcing/support-services or clientfacing environment is strongly preferred.

Experience interacting with U.S.-based stakeholders or supporting international teams is an advantage.

REQUIRED CAPABILITIES AND PERSONAL ATTRIBUTES

High integrity discretion and respect for confidential information.

Strong self-drive and internal motivation; able to operate effectively without close daily supervision.

Excellent follow-through and an instinct for closure rather than repeated escalation of routine tasks.

Strong spoken and written English with confidence communicating with senior managers and client

stakeholders.

Strong Excel / Google Sheets capability and comfort with HRIS attendance timesheet and performance

systems.

Sound judgment emotional maturity and ability to handle employee issues objectively.

Comfort operating in a metric-based high-accountability environment.

Ability to prioritize multiple hiring and HR demands while keeping records accurate and current.

IDEAL CANDIDATE PROFILE

The ideal candidate is a hands-on HR Manager who wants ownership rather than a narrowly defined

corporate HR assignment. This person is capable of being the principal HR resource for a growing 30-40

person organization recruiting the next wave of employees maintaining reliable systems and serving as a

professional people interface with clients and managers. The person should be comfortable working from

the office six days a week operating independently without close day-to-day supervision and taking pride

in keeping the entire HR function current without waiting to be chased.

SELECTION PROCESS

Structured recruiter screening and management interview.

Practical recruitment / HR case exercise and written-communication assessment.

Reference checks with prior managers and background verification before final appointment.

Required Skills:

Talent AcquisitionEmployee Lifecycle ManagementPerformance ManagementCompliance & Labor LawStakeholder ManagementData AnalysisStrategic PlanningChange Management