HR / Talent Acquisition

Accountabilities

HR Operations and Policy Development: Build, implement, and maintain practical HR policies and procedures tailored to the needs of a growing remote team.
Employee Lifecycle Management: Establish and manage onboarding and offboarding standard operating procedures (SOPs), ensuring a smooth, consistent, and professional experience for employees joining or leaving the organization.
End-to-End Recruitment: Own the recruitment process from identifying hiring needs and sourcing candidates to screening applications, coordinating interviews, supporting selection, and facilitating hiring decisions.
Talent Sourcing and Pipeline Development: Identify suitable candidates through multiple sourcing channels, develop talent pipelines, and maintain a strong pool of potential hires for current and future requirements.
Interview Coordination: Work closely with founders and team leaders to align on role requirements, schedule interviews, coordinate feedback, and support timely hiring decisions.
Employee Records and Documentation: Maintain accurate, organized, and up-to-date employee records, recruitment documentation, and HR-related information.
Process Standardization: Develop clear workflows and documentation to improve consistency, efficiency, and accountability across HR and recruitment activities.
Stakeholder Collaboration: Partner with leadership to understand workforce needs, prioritize recruitment activities, and ensure HR processes support organizational objectives.
Remote HR Management: Independently coordinate daily HR activities, manage competing priorities, and maintain effective communication across a distributed team.
Continuous Improvement: Identify opportunities to improve hiring workflows, employee experiences, and HR operations as the organization grows.
Requirements
HR and Recruitment Experience: Hands-on exposure to HR operations and talent acquisition, including candidate sourcing, interview coordination, hiring support, or employee lifecycle management. The position is open to candidates with 0+ years of experience.
HR Operations Knowledge: Understanding of HR policies, employee documentation, onboarding and offboarding procedures, and the fundamentals of managing employee records.
Recruitment Skills: Ability to source candidates, build talent pipelines, coordinate selection processes, and manage recruitment activities efficiently.
English Proficiency: Strong written and spoken English, with the ability to communicate professionally with candidates, employees, founders, and team leaders.
Communication and Interpersonal Skills: Excellent relationship-building abilities, active listening, and a people-oriented approach to handling employee and candidate interactions.
Organization and Attention to Detail: Strong organizational skills, accuracy in documentation, and the ability to manage multiple HR and recruitment tasks simultaneously.
Ownership and Autonomy: A proactive, self-directed mindset with the confidence to establish processes, make progress independently, and take responsibility for the HR function.
Process-Oriented Thinking: Ability to create structured workflows, document procedures, and maintain consistent standards across recruitment and employee lifecycle activities.
Stakeholder Management: Ability to collaborate effectively with leadership and team members, understand business priorities, and align hiring activities with organizational needs.
Remote Work Readiness: Strong self-discipline, time management, and written communication skills, with the ability to work independently in a fully remote environment.
Adaptability: Willingness to take on varied HR responsibilities, solve problems proactively, and adapt processes as the team expands.
Benefits
Competitive compensation: Advertised annual salary range of INR 12 lakh to INR 16 lakh (₹12–16 LPA).
Remote work flexibility: Work from anywhere in India in a fully remote, full-time role.
High ownership: Opportunity to establish and manage HR operations and recruitment processes with significant autonomy.
Strategic exposure: Work directly with founders and team leaders to support hiring decisions and organizational growth.
Career development: Opportunity to broaden expertise across talent acquisition, HR operations, employee experience, and people-process development.
Process-building experience: Help shape HR policies, recruitment workflows, and employee lifecycle practices as the organization grows.
Professional impact: Contribute directly to building a strong team and creating a structured, positive employee experience.