People Operations
2 weeks ago
Own the end-to-end hiring engine (≈80%) and lean People Ops (≈20%). You’ll build repeatable hiring processes, keep the bar high, and ensure smooth onboarding/payroll/compliance with minimal bureaucracy.
Talent Acquisition – ~80%
- Own full-cycle hiring: intake → sourcing → screening → structured interviews → offers → onboarding.
- Build top-of-funnel: Boolean/X-ray sourcing, talent communities, referrals, campus, niche groups.
- Drive hiring operating rhythm: weekly pipelines, SLAs, interview panels, scorecards, debriefs.
- Stand up/optimize ATS & dashboards (time-to-hire, funnel conversion, offer-accept rate).
- Run employer branding basics: crisp JDs, careers page updates, candidate comms templates.
People Operations – ~20%
- Onboarding playbooks: docs, IT checklists, buddy program, 30-60-90 plans.
- Payroll coordination with Finance (accuracy, cut-offs, pro-rata, F&F).
- HRIS hygiene (records, letters, leaves) and lightweight policy/compliance updates.
- Exit formalities and basic employee relations; keep documentation audit-ready.
What makes you a great fit
- 4–7 years in HR/TA with hands-on sourcing + HR generalist exposure in startups/scale-ups.
- Proven record closing tech roles (e.g., Python/FastAPI, data/AI) and non-tech ops roles.
- Strong with ATS/HRIS (Freshteam/Lever/Ashby/Keka/Zoho or similar) and spreadsheet reporting.
- Comfortable drafting policies, handling payroll coordination, and India compliance basics.
- Process builder: you ship playbooks, scorecards, and dashboards—not just ideas.
- Clear communicator; high ownership; bias to action.
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