Operations Manager – HR & Payroll

Operations Manager – HR & Payroll

Ventura Workforce Solutions · Payroll Consulting / HR Operations

Level: Manager / Team Lead

Department: Payroll Consulting / HR Operations

Experience: 5–9 years

Location: Bengaluru

Compensation: ₹10–15 LPA CTC (based on experience)

Reports To: Head – HR Operations / Payroll Services

ABOUT VENTURA WORKFORCE SOLUTIONS

Ventura Workforce Solutions is the EOR and payroll services vertical of Ventura Trading Private Limited. We serve Global Capability Centres (GCCs) across India as their Employer of Record — managing statutory compliance, payroll processing, employee lifecycle operations, and a unique payroll financing product that allows clients to pay on flexible 30/60/90-day cycles. We are in active growth phase, expanding across Bengaluru, Hyderabad, and Pune, and targeting mid-market GCCs as our primary client segment. This role is central to our ability to deliver operational excellence as we scale.

ROLE SUMMARY

The Operations Manager owns the end-to-end HR operations delivery for a portfolio of GCC clients. You are responsible for team performance, client satisfaction, SLA governance, and operational quality — while also contributing to process improvement and automation initiatives that allow the business to scale without proportionate headcount growth.

This is a client-facing leadership role. You will run monthly review meetings, handle escalations, and be the trusted single point of contact for HR and finance leads at your assigned GCC accounts. You will manage a team of 3–6 Operations Executives and be expected to coach, review, and develop them.

KEY RESPONSIBILITIES

Client Operations Delivery

• Own end-to-end HR operations for a portfolio of 5–12 GCC clients, covering payroll inputs, onboarding, BGV, statutory compliance, and exit processing.
• Serve as the primary operations point of contact for client HR heads and finance teams. Build trusted, long-term relationships with key stakeholders at each account.
• Conduct monthly client review meetings: present MIS dashboards, address open items, discuss upcoming changes, and document agreed actions.
• Handle escalations — both from clients and employees — with speed, ownership, and resolution documentation.

Team Management

• Lead a team of Operations Executives, allocating client portfolios based on complexity and volume. Monitor daily work queues and ensure no SLA breaches.
• Conduct weekly team reviews, identify skill gaps, and drive structured development plans. Be a coach, not just a manager.
• Review and approve the work of Executives for quality before delivery to clients — payroll reconciliations, MIS reports, F&F settlements, and compliance submissions.
• Manage team capacity planning around peak cycles (month-end, quarter-end, appraisal seasons) and flag hiring requirements to the Operations Head in advance.

SLA, Quality & Compliance Governance

• Monitor SLA and TAT metrics for all client accounts. Maintain a live SLA tracker; identify root causes for any breach and implement corrective actions within 48 hours.
• Ensure all statutory compliance activities — PF ECR, ESI returns, PT challans, CLRA register maintenance — are completed accurately and on time for all assigned clients.
• Coordinate with the compliance team on multi-state registrations, audit responses, and any statutory notices received for client accounts.
• Review and sign off on monthly payroll reconciliations and billing data before invoices are raised to clients.

Payroll Financing Operations

• Coordinate with the finance team on the payroll financing cycle for clients who have opted for 30/60/90-day payment terms. Ensure outstanding receivables for your portfolio are tracked and escalated if overdue.
• Flag any payment concerns to the Operations Head and finance team at the 30-day mark. Support in bank guarantee tracking and MSA compliance for financing clients.

Process Improvement & Reporting

• Identify and lead process improvement initiatives: reduce manual effort, automate recurring tasks (HRMS workflows, data pulls, reconciliation macros), and improve turnaround times.
• Prepare and present monthly operational performance reports to the Operations Head, covering SLA metrics, quality scores, client health indicators, and team utilisation.
• Document client-specific SOPs and ensure they are maintained, version-controlled, and accessible to the team.

KEY SKILLS & COMPETENCIES

Client Management | Team Leadership | Payroll & Compliance | MIS & Reporting | SLA Governance | Process Improvement

• Strong client stakeholder management: experience engaging with GCC HR managers, CFOs, or Finance BPs in a service delivery context.
• Deep knowledge of Indian payroll processing: gross-to-net, statutory deductions, TDS computation, variable pay, and F&F settlements.
• Compliance literacy: PF, ESI, PT, CLRA, Shops & Establishment, TDS (Section 192), and gratuity provisioning.
• Advanced Excel: pivot tables, VLOOKUP/XLOOKUP, data reconciliation, macros (preferred). Experience with HRMS platforms (Keka, Darwinbox, GreytHR) required.
• People management: ability to set clear expectations, give structured feedback, and retain high-performing Executives.
• Communication and escalation management: professional written and verbal communication in high-stakes client situations.

PREFERRED BACKGROUND

• 5–9 years in HR operations, payroll outsourcing, or EOR services. Experience at Quess Corp, TeamLease, Randstad, Innovsource, Adecco India, or similar is strongly preferred.
• Prior experience managing a team (even 2–3 people) and client portfolio in a B2B HR services environment.
• Exposure to GCC, MNC, or IT/BFSI client environments is a strong differentiator.
• Experience with payroll financing, invoice management, or billing reconciliation in an outsourced services context is a plus.

WHAT THIS ROLE OFFERS

• Ownership of a high-quality GCC client portfolio — the most sophisticated and well-paying segment in India's workforce market.
• The chance to build and lead your own team from an early stage of the business, with significant influence over how operations processes are designed.
• Direct visibility with and access to the Operations Head and founding leadership.
• Clear progression path: Senior Manager → Operations Head as the client portfolio and team size scales.
• Performance-linked incentives tied to client retention, SLA metrics, and team quality scores.