HR Operations Executive

Role Overview

The HR Executive acts as an operational anchor for the human resources department, managing end-to-end HR life cycle processes, supervising junior administrative tasks, and ensuring strict compliance with employment laws. This role requires independent problem-solving, data analytics capability, and direct partnership with the HR Head & Founders.

Preferred candidate profile

Key Responsibilities

• Recruitment & Onboarding: Manage full-cycle coordination for mid-level recruitment, schedule panel interviews, facilitate background/reference checks, and lead structured new-hire orientations.
• HRIS & Data Management: Maintain and audit employee records, personnel files, and organizational charts in systems like Workday, SAP HR, or UKG with high data integrity.
• Employee Relations & Inquiries: Serve as the primary point of contact for day-to-day employee queries regarding company policies, leave of absence (LOA), benefits administration, and grievance tracking.
• Compensation & Benefits Support: Assist with payroll input verification, coordinate open enrollment, reconcile vendor invoices, and support periodic total-rewards reviews.
• Reporting & Compliance: Generate monthly headcount, turnover, and attendance analytics dashboards; monitor local labor law updates and statutory compliance.
• Process Improvement: Lead internal projects to digitize HR paperwork, optimize onboarding feedback loops, and update departmental standard operating procedures (SOPs).

Required Qualifications & Skills

• Education: Bachelors degree in Human Resources, Business Administration, Psychology, or a related field.

• Experience: Minimum of 6 years of progressive experience in an HR operations, HR generalist, or senior coordinator role.

• Technical Proficiency:
• Advanced command of MS Office Suite (particularly Excel pivot tables and reporting).
• Hands-on experience with major HRIS, ATS, or payroll software (e.g., Workday, SAP HR, Paycom, or UKG).
• Certifications: Preferred credentials include SHRM-CP, HRCI-PHR, or CIPD.

• Core Competencies:
• Deep understanding of local labor and employment regulations.
• High level of discretion when handling confidential and sensitive employee data.
• Strong cross-functional communication and conflict-resolution skills