Job Description
Position: HR Manager - US Staffing Operations
Company: UnivEdge Consulting Private Limited
Location: Greater Noida West (On-site)
Department: Human Resources
Shift: 6:30 PM – 4:00 AM IST, Monday to Friday
Employment Type: Full-time, permanent
Experience Required: 6–10 years
About the Company
UnivEdge Consulting is a founder-led IT staffing and recruitment firm serving clients across the United States, Canada, and India. We place contract and full-time technology talent — data engineering, AI/ML, cloud, and broader IT disciplines — with global consulting organisations and enterprise clients. Our delivery team operates from Greater Noida West on US-aligned hours.
Position Summary
The HR Manager will own the human resources function end-to-end for UnivEdge's India operations, supporting a US staffing delivery business. This is a standalone role: there is no existing HR team, and no inherited playbook. The successful candidate will be responsible for building employment infrastructure from the ground up — documentation, statutory compliance, payroll coordination, onboarding, performance management, and exits — while partnering with leadership on the growth of the recruitment team.
This role sits at the intersection of HR and staffing operations. Familiarity with the US staffing industry — recruiter productivity models, bench management, W-2 and C2C engagement structures, and the operational rhythm of a US-hours delivery team — is essential to being effective.
Key Responsibilities
1. Statutory Compliance and Employment Law
- Own compliance with the Uttar Pradesh Shops and Establishments Act, the Indian labour codes, and all applicable central and state employment legislation
- Manage Provident Fund and ESI registration, contributions, and filings; liaise with consultants and authorities as required
- Constitute and administer the Internal Committee under the POSH Act, 2013, including appointment of the external member, member training, complaint handling, and annual reporting
- Ensure full compliance with night-shift employment obligations, including consent, transportation, security, and working-hour requirements for women employees
- Maintain statutory registers, records, and returns; ensure audit-readiness at all times
- Monitor changes in employment law and advise leadership on operational impact
2. Employment Documentation and Contracting
- Draft, maintain, and version-control all employment documentation: offer letters, appointment letters, employment agreements, confidentiality and restrictive covenant clauses, and annexures
- Build and maintain a leave policy, attendance policy, code of conduct, and employee handbook
- Draft exit documentation: acceptance letters, relieving letters, experience certificates, and full-and-final settlement statements
- Ensure absolute accuracy and internal consistency across all documents issued; establish a review and sign-off process before any document leaves the company
- Maintain a controlled master template library with change history
3. Payroll, Compensation and Settlements
- Coordinate monthly payroll: attendance reconciliation, loss-of-pay computation, incentive and commission processing, and disbursement
- Manage TDS, professional tax where applicable, and statutory deductions in coordination with the finance function
- Compute and process full-and-final settlements within statutory timelines
- Conduct compensation benchmarking for recruitment roles in the NCR market and advise on salary bands
- Administer recruiter incentive and commission structures tied to placements
4. Talent Acquisition — Internal Hiring
- Own end-to-end internal hiring for the India team: US IT recruiters, account managers, business development, and support functions
- Build sourcing pipelines through LinkedIn, job boards, referrals, and campus channels
- Screen for capability, not keywords — particularly for US recruiter roles, where candidates must demonstrate genuine understanding of US tax terms, visa classifications, and client submission processes
- Manage the offer process, negotiation, and pre-joining engagement to minimise drop-offs
- Reduce time-to-fill and early attrition through structured, honest hiring conversations
5. Onboarding, Engagement and Performance
- Design and run a structured onboarding programme covering company orientation, US staffing fundamentals, ATS and tool training, and compliance briefings
- Build a training path for fresher recruiters covering US geography and time zones, work authorisation categories, tax terms, boolean sourcing, and client communication standards
- Establish performance management: goal setting, monthly reviews, performance improvement plans, and confirmation decisions at the end of probation
- Run engagement initiatives suited to a night-shift and US-hours workforce
- Serve as the first point of escalation for employee concerns; surface issues to leadership early rather than after they escalate
6. HR Operations and Systems
- Implement and maintain an attendance and leave management system producing defensible, auditable records
- Maintain complete and accurate employee files, including document collection at joining and secure handling of personal data in line with applicable data protection requirements
- Manage access provisioning and de-provisioning across Ceipal ATS, Monster, LinkedIn Recruiter, and Microsoft 365, in coordination with operations
- Produce monthly HR dashboards: headcount, attrition, hiring pipeline, cost-per-hire, and recruiter productivity
- Manage employee grievances and disciplinary matters with proper documentation and due process
7. Business Partnering
- Work directly with the COO on organisational design, headcount planning, and team structure
- Advise on retention risk, succession, and capability gaps within the recruitment team
- Support account leadership on staffing capacity planning against client demand
- Contribute to policy decisions on benefits, transport, and workplace facilities
Required Qualifications
- Bachelor's degree required; MBA or PGDM in Human Resources strongly preferred
- 6–10 years of progressive HR experience, with a minimum of 2 years in a standalone, lead, or managerial capacity where you personally owned statutory compliance
- Demonstrated experience drafting employment documentation from scratch — not administering templates provided by others
- Working knowledge of Indian employment law: Shops and Establishments Acts, PF/ESI, POSH, the labour codes, and full-and-final settlement requirements
- Prior experience in IT staffing, recruitment, RPO, or professional services is strongly preferred
- Experience supporting a night-shift or US-hours workforce, including the compliance obligations that attach to it
- Hands-on experience running internal recruitment for recruiter or sales roles
- Proficiency with HRMS/payroll systems and Microsoft Office; familiarity with an ATS (Ceipal preferred)
Preferred Attributes
- Experience in an early-stage or scaling organisation where processes had to be built rather than followed
- Understanding of US staffing commercial models: W-2, C2C, 1099, corp-to-corp layering, and prime vendor arrangements
- Exposure to Canadian recruitment operations is an advantage
- Familiarity with compensation benchmarking in the NCR staffing market
Competencies
- Judgement over process compliance. This role requires knowing when something is legally risky, not just whether a form was filled in.
- Documentation discipline. Accuracy in employment paperwork is non-negotiable; small errors create disproportionate exposure.
- Direct communication. We would rather hear a concern in week one than discover it in month three.
- Ownership. No one will chase you for deliverables. You will be the senior HR voice in the company.
- Confidentiality. Access to compensation data, employee records, and commercial terms requires absolute discretion.
