Senior HR Executive

1. Role Overview

As a Senior HR Executive, you will lead end-to-end HR operations and talent programs, ensuring high-quality hiring, accelerated time-to-hire, improved retention, and an exceptional employee experience. Your role is pivotal in codifying repeatable SOPs for internal and client-facing engagements, reinforcing our consulting-grade delivery model. You will serve as an advisory partner to internal stakeholders and client-facing teams, maintaining a simplified, compliant, and scalable hiring engine that supports onsite and contract talent deployments.

2. Key Responsibilities

Talent Acquisition

• Execute full-cycle recruitment using ATS/HRIS platforms, including job postings, sourcing, pipeline management, scheduling, feedback capture, offer generation, and seamless conversion to employee records.
• Proactively source candidates through diverse channels such as Naukri, LinkedIn, Instagram, and other social media platforms, as well as job boards, referrals, and professional networks, to build a robust and multi-channel talent pipeline.
• Maintain clean data and dashboards for real-time funnel visibility and SLA tracking, configuring stages to reflect our end-to-end process: screening, technical assessment, interviews, client evaluation, offer, and onboarding.
• Build multi-channel tech talent pipelines aligned with client requirements, driving improvements in offer-to-join ratios and reducing time-to-hire to support streamlined acquisition.

Onboarding & Compliance

• Orchestrate pre-boarding, documentation, and Day-1 experiences, ensuring adherence to labor law compliance, payroll inputs, benefits administration, and tax deductions.
• Maintain audit-ready records and support transparent, end-to-end compliance management.

Performance & Development

• Facilitate goal-setting, OKRs, check-ins, and annual reviews; maintain competency frameworks and role architecture.
• Equip managers with toolkits to link feedback to actionable development plans.

Engagement & Culture

• Execute an engagement calendar, pulse surveys, recognition programs, and well-being initiatives to foster a high-performance, client-ready culture across onsite, contract, and WFH setups.

HR Operations & Payroll Coordination

• Own HRIS data hygiene, employee letters, payroll inputs, and statutory documentation.
• Coordinate with payroll and compliance teams to ensure transparent, all-inclusive monthly billing per employee without hidden costs.

Policies, Governance & Client Support

• Draft and update HR policies; create SOPs/playbooks to standardize the requirement-to-onboarding flow for diverse client use cases and geographies.
• Support client-facing HR audits and contribute to organizational and process design.

Employee Issue Resolution & Office Administration

• Serve as the first point of contact for employee queries and issues, providing timely resolution for matters related to HR policies, facilities, IT access, and workplace concerns.
• Manage comprehensive office administration, including but not limited to:
  • Meeting-room scheduling and coordination: Overseeing bookings, setup, and logistics for internal and client meetings.
  • Access/ID card management: Issuance, tracking, and deactivation for employees and visitors.
  • Asset management: Tracking issuance and return of laptops, peripherals, and stationery; maintaining up-to-date inventory records.
  • Vendor coordination: Onboarding vendors, managing AMCs (Annual Maintenance Contracts), and ensuring service delivery aligns with organizational standards.
  • Facility upkeep: Liaising with housekeeping and maintenance teams to ensure a clean, safe, and functional work environment.
  • Logistics support: Coordinating courier services, employee travel, cab bookings, and event logistics.
  • Procurement support: Assisting with GRN (Goods Received Note) documentation and low-value procurement processes.
• Ensure all administrative processes are executed efficiently, with a focus on prompt resolution, cost-effectiveness, and employee satisfaction.

3. Must-Have Qualifications

• 4–7 years of HR experience across tech talent acquisition, HR operations, performance management, and employee engagement, preferably within IT/services/consulting/startup environments with SLA-driven delivery.
• Hands-on expertise with ATS/HRIS platforms for recruitment tracking, reporting, and pipeline management.
• Proven experience in multi-platform candidate sourcing, including job portals (e.g., Naukri), professional networks (e.g., LinkedIn), and social media channels.
• Strong knowledge of compliance, payroll coordination, documentation rigor, labor law basics, and audit readiness.
• Exceptional stakeholder management, client-service poise, communication, and facilitation skills.
• Proficiency with spreadsheets/HR dashboards and ability to derive executive-ready insights from data.

4. Preferred Qualifications

• Experience deploying Indian tech talent for onsite and contract hiring models; familiarity with cross-border client interactions and onboarding nuances.
• Background in HR consulting or HR transformation, with experience formalizing SOPs/playbooks.
• Exposure to employer branding, talent marketing, campus drives, or volume hiring.
• HR certifications such as SHRM, PHRi, ATD, or equivalent.

5. Competencies & Behaviors

• Ownership and bias for action; ability to balance speed, compliance, and quality in a streamlined model.
• Advisory, process-design mindset; documentation rigor and scalability of best practices.
• Empathy, integrity, and inclusive approach; client-centric delivery with measurable outcomes.

6. Tools & Systems

• ATS/HRIS platforms for recruitment and employee lifecycle management; Google Workspace/Microsoft 365; survey tools; spreadsheet dashboards for funnel, conversion, and time-to-hire metrics.

7. Success Metrics (KPIs)

• Time-to-hire, cost-per-hire, funnel conversion rates, offer-to-join ratio, and 90-day retention.
• On-time, error-free documentation and payroll inputs; compliance/audit readiness.
• HRIS data hygiene and dashboard cadence; employee-issue resolution SLAs and office-admin turnaround time.
• Reusable SOPs/assets created for clients; stakeholder satisfaction scores.

8. Equal Opportunity Statement

We are committed to creating a diverse and inclusive workplace and are proud to be an equal opportunity employer. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

Apply today to shape the future of talent management with us!