Human Resource Executive

Role title HR Executive
Vertical alignment Group-wide FundVice, DeckVice, TaxVice, RoughCut Labs, Meritscape
Employer of record FundVice Private Limited
Reports to Sumit Agarwal
Location [Noida — on-site]
Type Full-time, permanent
Experience 1–3 years
Compensation Discussed by Talent Acquisition only
Interview panel Shikha

The role in one line
You run people operations for a five-brand group — hiring consultants, creatives, tax professionals and interns, each with a different talent market — and you keep the employee experience consistent across all of them.
What you'll actually do
Talent acquisition
• Own end-to-end recruitment across verticals: intake meeting with the hiring manager, sourcing, screening, interview scheduling, offer roll-out, closure
• Build sourcing channels appropriate to each brand — finance and consulting talent for FundVice and TaxVice, creative and production talent for RoughCut Labs, campus and early-career for DeckVice
• Run the campus and internship programme: institute relationships, hiring drives, intern cohort onboarding, PPO conversion tracking
• Maintain hiring dashboards — time to fill, source effectiveness, offer-to-join ratio, funnel drop-off
Onboarding and employee lifecycle
• Run structured onboarding: documentation, background verification, IT and access provisioning, orientation to the Group ecosystem, buddy allocation
• Maintain the HRIS and employee records with accuracy — personal data, contracts, confirmations, transfers between verticals
• Manage confirmation, probation review, internal movement and exit processes including full and final settlement co-ordination
HR operations and compliance
• Support payroll inputs in co-ordination with finance — attendance, leave, reimbursements, variable components
• Ensure statutory compliance: PF, ESI, gratuity, professional tax, POSH committee constitution and annual filings, labour law registers
• Maintain and update HR policy documentation; ensure consistency of policy across brands while allowing for legitimate vertical differences
Employee experience
• Run engagement initiatives, recognition programmes and internal communication
• Co-ordinate the performance review cycle — goal setting, mid-year and annual reviews, feedback collation
• Be the credible first point of contact for employee queries and concerns, escalating appropriately and handling everything with confidentiality
First 90 days looks like success if
Every open role has an owned, tracked pipeline; onboarding runs to a documented checklist; and statutory compliance for the quarter is closed without a scramble.
What we're looking for
Must have
• 1–3 years in a generalist HR or talent acquisition role, ideally in professional services, consulting, agency or a multi-entity setup
• MBA or PGDM in HR, or a graduate degree with relevant HR experience
• Practical knowledge of Indian labour and statutory compliance — PF, ESI, gratuity, POSH, shops and establishments
• Strong Excel and comfort with an HRIS or ATS such as Keka, Darwinbox, Zoho People, GreytHR or Lever
• Clear, warm, professional communication — you will be the first human face of five brands to every candidate
• Judgement about confidentiality. You will know things about people that must not travel
Good to have
• Experience hiring across dissimilar talent pools — finance and creative in the same week
• Exposure to campus hiring and internship programme management
• Familiarity with employer branding and LinkedIn talent tooling
Who this role is not for
Someone who wants a narrow, single-function HR seat. In a group this size you will touch recruitment, operations, compliance and engagement in the same day.