Job Description: HR Executive (Culture + HR Ops + Advanced Excel) ALIV Regenerative Wellness

Location: Pune, India?Type: Full-time On-site

Experience:35 years (23 considered if exceptionally strong on HR Ops + Excel)

Reports to: Management / Operations Lead

Role Summary

Hands-on HR Executive to run end-to-end HR operations while actively building ALIV's culture. This role owns onboarding, attendance, payroll inputs, incentive tracking, training coordination, probation audits, and confirmation workflows. Heavy Excel usagedata hygiene, analysis, dashboardsand support for operational trackers like inventory and sessions.

Key Responsibilities

1) Culture & People Experience

Drive ALIV's culture on ground: team rituals, communication norms, feedback loops, and basic engagement activities.
Maintain employee discipline and professionalism standards aligned with leadership expectations.

2) Hiring Support & Onboarding

Coordinate hiring logistics: interview scheduling, documentation, offer rollout support.
Own onboarding and induction: joining formalities, orientation plan, SOP walkthroughs, department introductions.

3) HR Operations (Core)

Manage attendance, leave, and shift/roster tracking (HRMS/Excel).
Prepare monthly payroll inputs: attendance finalisation, incentives, deductions, reimbursements; coordinate with Accounts/CA.
Maintain employee records: letters, contracts, KYC, files, HR documentation.

4) Training, Probation Audits & Confirmations

Create structured induction + training checklists per role; coordinate training sessions with team leads.
Run probation audits: weekly check-ins, performance tracking, behavioural/culture fit review.
Coordinate confirmation decisions with management: confirm / extend / not confirm, with proper documentation.

5) Incentive, Productivity & Operations Tracking (Excel-heavy)

Maintain trackers for incentives, sessions delivered, productivity, leave, and department-wise performance.
Manage and audit operational Excel sheets: inventory logs, consumption, replenishment triggers (in coordination with Ops).
Build dashboards and monthly reports for management: trends, gaps, and action items.

6) Compliance & Process Discipline

Ensure statutory compliance hygiene (PF/ESIC/PT/Shops & Establishments) through internal tracking and CA coordination.
Support POSH documentation/coordination as required (ICC processes in place).
Improve SOPs and documentation for HR workflows (templates, checklists, trackers).

7) Cross-Team Support (Bonus)

Support basic accounts tasks: invoice filing, reimbursement checks, vendor documentation (as needed).
Support marketing/admin tasks during peak periods (coordination, vendor follow-ups) optional but appreciated.

Must-Have Skills

Advanced Excel: pivots, lookups (XLOOKUP/VLOOKUP), SUMIFS, data validation, conditional formatting, charts, basic dashboards (Power Query a plus).
Strong HR operations knowledge: attendance, payroll inputs, incentives, documentation, probation workflows.
Good communication (English + Hindi/Marathi), mature handling of sensitive issues, confidentiality.
Strong ownership mindset, follow-through, and comfort in a fast-moving clinic/startup environment.

Qualifications

Graduate/Postgraduate in HR/Business/Commerce (MBA/PGDM HR preferred).
35 years HR Ops experience (clinic/hospital/startup preferred).
Experience with HRMS/Payroll coordination is a plus.

KPIs (6-month probation)

Payroll accuracy: ?99% error-free cycles; incentives closed on time.
Attendance/leave data accuracy: ?98%; monthly closure by fixed date.
Onboarding completion: 100% documents + induction checklist done within 7 days of joining.
Probation audits: 100% on-time check-ins and confirmation recommendations with evidence.
Excel dashboard hygiene: weekly updated trackers; management report delivered on schedule.
Inventory/session trackers: variance reduced month-on-month; stockout escalations flagged early.
Culture: participation in rituals/engagement + reduction in recurring HR issues (lateness, miscommunication, SOP non-adherence).

What We Offer

High ownership role with direct access to management.
Clear SOPs, structure, and room to build systems from scratch.
Growth path to HR Ops Lead based on performance.

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