General Manager

General Manager (India)Location: Mohali/Chandigarh (On-site)Type: Full-timeRole SummaryWe need an operator—not a coordinator. You will run daily operations, fix problems without hand-holding, and drive outcomes across Admin, HR partnership, Recruiting, and IT coordination. You'll build the team, set the pace, and enforce standards so the office runs clean, fast, and audit-ready. If something is unclear, you take charge, decide, and move.Core Responsibilities1) Operations Leadership (Own the Floor) • Orchestrate day-to-day office operations: schedules, calendars, space planning, visitor/security, supplies, vendor control, travel, couriers, and on-ground errands. • Stand up and maintain SOPs/checklists for every recurring task; enforce SLAs and escalate blockers early. • Drive cross-team coordination with U.S. counterparts; turn vague asks into clear tasks with owners and deadlines. • Produce weekly Ops Pack (status, risks, decisions needed, next week plan).2) Recruiting & Team Build (India for U.S. Operations) • Build and run an always-on recruiting engine for India roles (e.g., Billing, AR/AP, Certified Payroll support, HR, Compliance, Admin, Data, Analysts). • Own the full funnel: sourcing (job boards, LinkedIn, referrals), screening, structured interviews, scorecards, offers, background checks, pre-boarding, and Day-1 readiness. • Create role scorecards (outcomes, competencies, must-have tools), interview kits, and practical tests aligned to U.S. standards. • Maintain recruiting dashboards: pipeline health, time-to-fill, pass-through rates, offer acceptance, quality-of-hire.3) HR Partnership & Policy Implementation • Work hand-in-hand with HR to roll out policies, update handbooks, and secure employee acknowledgements. • Own onboarding/offboarding checklists (equipment, IDs, access, NDA, tool permissions) and zero-lag revocations at exit. • Track attendance/leave data accurately; ensure files and records are audit-ready at all times.4) IT & Systems Coordination • Liaise with IT to provision/deprovision accounts, laptops, email, software licenses, VPN/RDP, and shared drives. • Maintain live asset & license inventory; reconcile monthly with IT. • Triage basic access issues, open/follow up tickets, and push for SLA adherence.5) Administration & Compliance • Maintain document control and versioning for SOPs, templates, and trackers. • Ensure vendor contracts, invoices, and payments align with approval limits and budget guardrails. • Prepare clean, shareable docs (Sheets/Excel, Docs, Slides) that leadership can use immediately.6) Continuous Improvement (Remove Waste) • Identify bottlenecks, design fixes, implement, and lock in via SOPs. • Build simple dashboards for throughput, SLA performance, and quality. • Train the team on your processes; raise the bar and hold it.Decision Rights & Guardrails • Hiring pipeline: Full ownership from sourcing to Day-1; escalate only for final offer approvals. • Purchases: Approve routine ops spend up to ₹[insert threshold]; above that, present 2 options with pros/cons. • Prioritization: You may re-sequence work to meet SLAs; communicate impacts to stakeholders. • Access control: Immediate deprovision on exit; no exceptions. • Escalation: If blocked >24 hours or by a cross-team dependency, escalate with a written plan and options.SLAs & KPIs (What "Good" Looks Like) • Onboarding Readiness: 100% of new hires with devices, access, and Day-1 agenda (no misses). • Offboarding Security: 100% access revoked within 2 hours of exit. • Recruiting: Median time-to-first-interview ≤ 3 business days; time-to-offer ≤ 21 days for priority roles. • Quality of Hire: 90-day pass rate ≥ 85%; hiring manager satisfaction ≥ 4/5. • Ops Tickets/Tasks: 95% completed on or before due date; critical issues acknowledged