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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 joiner–mover–leaver 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 cross-team programs.
●Support board and investor reporting with people and operations data.
●Build and lead the HR and Ops team as the function grows, including hiring and mentoring.
●Own business continuity and crisis response for people-related incidents.
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