PART A: FOUNDER-ALIGNED EXECUTION DECISION SUPPORT
- Own all people-related interactions involving the Founder
- Structure meetings with clear agendas, pre-reads, and expected outcomes
- Prepare written briefs, discussion notes, and decision summaries
- Maintain a Founder instruction decision tracker
- Ensure every Founder instruction is followed through to closure
- Escalate only well-defined issues with:
– Clear problem statement
– Root cause
– Options with trade-offs
– Recommended course of action
- Actively filter noise, repetition, and half-baked problems from reaching the Founder
PART B: COMMUNICATION, WRITTEN CLARITY FOLLOW-UPS
- Draft internal emails, notes, warnings, summaries, and action trackers
- Translate verbal discussions into structured written communication
- Ensure accountability through documented follow-ups
- Maintain confidentiality and discretion in all Founder-related matters
PART C: RECRUITMENT TALENT ACQUISITION (CRITICAL)
- Own end-to-end hiring across all departments
- Build and maintain a live recruitment pipeline at all times
- Hire, onboard, and manage a minimum of 3 recruiters
- Ensure strict screening for competence, culture fit, and ownership
- Coordinate interviews and significantly reduce Founder interview load
- Implement and fully operate ATS (Zimyo or approved equivalent)
- Ensure all hiring data, feedback, and decisions are recorded in the system
PART D: HR SYSTEMS, PROCESS OPERATIONS
- Implement and own Zimyo HRMS end-to-end
- Digitise and manage attendance, leave, employee records, and HR data
- Ensure organisation-wide adoption of HR systems
- Maintain audit-ready HR documentation and MIS
PART E: PERFORMANCE, DISCIPLINE GRIEVANCE MANAGEMENT
- Define KRAs, CRAs, and role-wise performance metrics
- Drive performance reviews and improvement plans
- Identify non-performance early and recommend corrective action
- Handle employee grievances firmly, fairly, and professionally
- Draft and issue warning letters, show-cause notices, and termination letters
PART F: COMPLIANCE, SALARY PAYROLL
- Ensure statutory compliance including PF, ESIC (if applicable), labour laws, and Shops Establishment
- Coordinate payroll processing with accuracy and confidentiality
- Manage salary structures, deductions, recoveries, and full final settlements
- Ensure zero compliance or payroll-related escalations to the Founder
PART G: EXIT MANAGEMENT RISK CONTROL
- Manage exits in a legally compliant and documented manner
- Protect company interests during disputes
- Coordinate with legal advisors where required
- Maintain exit checklists, recovery protocols, and closure documentation
DO's (NON-NEGOTIABLE)
- Act with ownership, neutrality, and discretion
- Bring only structured, solution-ready inputs to the Founder
- Close loops relentlessly without reminders
- Enforce discipline and standards consistently
- Maintain absolute confidentiality
DON'Ts (STRICTLY PROHIBITED)
- Do not escalate emotional drama
- Do not bring half-baked problems
- Do not delay action on non-performance
- Do not dilute culture or discipline
- Do not overload the Founder with people noise
SUCCESS METRICS
- Measurable reduction in Founder time spent on HR and people issues
- Improved hiring quality and speed
- Clear accountability and follow-through across teams
- Audit-ready compliance and documentation
- Stable, disciplined, and execution-focused organisation
IMPLEMENTATION PLAN
FIRST 7 DAYS
- Understand organisation structure, culture, and expectations
- Audit current HR processes, people issues, and documentation
- Review ongoing recruitments and open positions
- Finalise ATS and Zimyo implementation plan
FIRST 15 DAYS
- Implement Zimyo HRMS (employee data, attendance, leave)
- Implement ATS and migrate hiring pipeline
- Standardise JDs, offer letters, and onboarding process
- Align with Founder on decision-making and escalation standards
FIRST 30 DAYS
- Hire and onboard minimum 3 recruiters
- Fully operationalise ATS and HRMS
- Introduce performance tracking framework
- Clean up compliance and documentation backlog
FIRST 60 DAYS
- Reduce Founder involvement in HR and people matters by at least 70%
- Ensure all hiring and HR operations run through systems
- Conduct initial performance reviews
- Close legacy people issues and stabilise HR operations
FINAL NOTE
This role demands maturity, spine, clarity of thought, and ownership.
The HR Manager is expected to independently think, decide, and execute,
while remaining fully aligned with the Founder's intent, standards, and pace.
This is a leadership role, not an administrative one.
Qualifications
UG: Any Graduate
Additional Information
Job Description
ROLE INTENT (IMPORTANT)
This is a senior, high-trust HR leadership role in a founder-led organisation.
The HR Manager Is Expected To
- Own the entire people function end-to-end
- Act as the Founders primary filter for people, culture, and execution matters
- Convert unstructured discussions into clarity, decisions, and follow-through
- Reduce Founder involvement in people-related noise while improving decision quality
This Role Intentionally Combines
- Strategic HR leadership
- Recruitment ownership
- Discipline, compliance, and governance
- Founder-aligned execution, decision preparation, and follow-ups
The designation remains HR Manager. The accountability is much broader. 
