Job Profile:
Ori (Oriserve) builds enterprisegrade voice and chat AI. We're 100 people (targeting 120 by Dec and 150 by Mar) across enterprise solutions and a DIY SaaS (VoiceGenie.ai). We're looking for a Senior HR Manager to own the full people charterTalent Acquisition, Retention/Engagement, HR Operations & Compliance (India), Payroll, Admin, and HR Team Building. This leader will be the culture carrier and gatekeeper for top talent, balancing high standards with empathy and influencenot fearto create a hightrust, highaccountability workplace.
Reports to: Founder | Leads: 1 HR Executive (existing), expand to 23 (TA + Admin) in 24 months.
Top Outcomes (first 12 months):
Hiring velocity & quality
Scale from 100 120 150 headcount with <45 days for 120 people and 6 months for 150 median TimetoFill; 90day newhire pass rate 85%; offeraccept ratio 70
%.Build a highthroughput sourcing engine (inbound + outbound + referrals) with weekly dashboards
Retention & engagement
Annualized regrettable attrition 12%; eNPS 35 within 2 quarters; 100% completion of 30/60/90day onboarding plans
Culture & communications
Quarterly allhands with crisp storytelling; launch 2 employerbrand campaigns; HR becomes the goto for people issues with SLAbased responses
HR Ops & compliance
Zero compliance slippages (PF/ESIC/PT/Gratuity/PoSH/shops & establishment, etc.); payroll accuracy 100% with T2 signoff; auditready documentation
Process & tooling
Implement/optimize ATS + HRIS (e.g., Keka), SOP library, and HR analytics stack; monthly boardready People Scorecard
Key Responsibilities:
Talent Acquisition
- Own workforce planning with founders and function heads; create quarterly hiring plans with budget, leveling, and competency maps.
- Build multichannel sourcing (LinkedIn, AngelList, GitHub, Kaggle, campus, referral blitzes, agencies for niche roles), with outbound headhunt motions for elite talent.
- Standardize structured interviews (scorecards, rubrics, case exercises) and interviewer calibration.
- Close candidates: compelling offers, expectation setting, background checks.
Onboarding & Employer Brand
- 30/60/90 onboarding playbooks by role, buddy program, day1 experience.
- Run LinkedIn & Glassdoor brand programs; content calendar (spotlights, culture reels, tech blogs, awards submissions.
Performance, Engagement & Retention
- Launch lightweight performance framework aligned to business KPIs; quarterly check-ins
- Run eNPS, pulse surveys, skiplevels; design career paths and IC/manager tracks.
- Investigate and resolve people issues quickly and fairly; facilitate conflict mediation.
HR Operations, Payroll &
- AdminOwn HRIS (Keka or equivalent), payroll, leaves/attendance, letters, benefits, reimbursements.
- Vendor & facilities oversight (Pantry, security, stationery, health camps, events).
- Maintain policies: leave, travel, WFH/hybrid, PoSH, code of conduct, data security, disciplinary process
Compliance (India)
- PF, ESIC, PT, Bonus, Gratuity, Shops & Establishments, PoSH IC constitution & training, contract labor as applicable.
- Maintain audit trails; coordinate with Finance & Legal
Candidate Profile (Must Haves)
- 712 years total HR experience; 3 years leading HR in a 80200 person tech company (product or services), scaling phase.
- Demonstrated success in fullstack HR: TA + Ops/Payroll + Engagement + Policies + Employer Brand.
- Strong communication & executive presence; comfortable hosting allhands and tough conversations.
- Built TA engines that deliver niche talent (AI/ML, platform engineering, delive
- ry/PMO).Handson with HRIS/ATS (Keka/Zoho/GreytHR + Greenhouse/Lever/Recruiterflow), payroll cycles, and India compliance.
- High integrity, high ownership, organized, datadriven; balances.
NicetoHaves:
- Experience in enterprise B2B/telecom/CCaaS/BFSI environments.
- Managed multilocation/offshore recruiting; campus/university relations.
- Employer branding & social media campaigns.
