Walk-in || Human Resource Generalist

Role & Responsibilities

• Take complete ownership of the organisations day-to-day HR function independently.
• Manage the complete employee lifecycle from manpower planning, recruitment and selection to onboarding, performance management and exit.
• Understand hiring requirements from different departments and create appropriate recruitment plans.
• Manage end-to-end recruitment including job posting, sourcing, screening, interview coordination, candidate evaluation, salary negotiation and offer management.
• Maintain an active talent pipeline for current and upcoming hiring requirements.
• Conduct HR interviews and coordinate technical/departmental interview rounds.
• Manage joining formalities, documentation, induction and onboarding of new employees.
• Maintain accurate and updated employee records, HR files and HR databases.
• Manage attendance, leave, working hours and employee records.
• Coordinate monthly salary calculations, incentives, deductions, attendance inputs and payroll processing.
• Coordinate with Finance/Accounts to ensure timely and accurate salary disbursement.
• Develop, implement and maintain HR policies, processes, rules and employee guidelines.
• Ensure employees understand and follow company policies, processes and standards.
• Manage employee performance tracking, reviews, appraisals and performance improvement plans.
• Identify performance, discipline and behavioural issues and take timely corrective action.
• Handle employee grievances, conflicts, concerns and interpersonal issues professionally.
• Build a positive, disciplined, accountable and high-performance workplace culture.
• Maintain regular communication with employees and understand team concerns before they become larger issues.
• Coordinate employee engagement activities, meetings, celebrations and internal initiatives.
• Manage warnings, show-cause notices, disciplinary actions and other HR documentation wherever required.
• Handle resignation, notice-period management, exit interviews, clearance and full & final settlement coordination.
• Manage cases of unauthorised absence, absconding and policy violations in coordination with management.
• Maintain proper documentation of all important HR decisions and employee-related matters.
• Ensure confidentiality of employee, salary and management information.
• Prepare regular HR reports covering hiring, attendance, attrition, payroll, performance and employee status.
• Coordinate with all departments to understand manpower requirements and operational challenges.
• Support management in manpower planning, organisational structure and team development.
• Identify recurring people-related problems and recommend practical solutions.
• Continuously improve HR processes, systems, documentation and employee experience.
• Stay updated with applicable labour laws, statutory requirements and HR best practices.
• Act as the primary point of contact for employees for HR-related matters.
• Work directly with the Founder/MD and provide clear, factual updates on people, performance and HR matters.
• Maintain a professional balance between employee support and the organisation’s business interests.

Key Expectation

This is an independent, ownership-driven HR role. The selected candidate should be capable of managing the majority of the HR function without requiring another senior HR professional to supervise their day-to-day work.

Preferred Candidate Profile

• 3–6 years of relevant experience in HR Generalist, HR Operations, HR Manager or similar roles.
• Candidates with experience as the sole HR / HR-in-charge / independent HR professional in a startup, SME or growing organisation will be strongly preferred.
• Strong hands-on experience in end-to-end recruitment and employee lifecycle management.
• Good understanding of onboarding, attendance, leave, payroll coordination, performance management and employee relations.
• Experience handling employee grievances, disciplinary matters, exits and difficult employee situations.
• Good understanding of HR policies, documentation and basic labour-law requirements.
• Strong interviewing and candidate assessment skills.
• Excellent communication and interpersonal skills.
• Strong command of English and Hindi.
• Good working knowledge of Google Workspace, Google Sheets, MS Excel, HRMS and other HR tools.
• Strong documentation and reporting skills.
• Highly organised and comfortable managing multiple HR activities simultaneously.
• Mature, professional and emotionally balanced while dealing with employees and management.
• Strong problem-solving and conflict-resolution ability.
• Proactive and capable of identifying HR issues without waiting for management to point them out.
• Strong follow-up and coordination skills.
• High level of confidentiality and professional integrity.
• Comfortable working directly with the Founder/MD.
• Should be firm when required while maintaining fairness and respect.
• Should have a practical, business-oriented approach to HR rather than focusing only on employee administration.
• Candidates from startups, SMEs, EdTech, education, coaching, hospitality, service businesses or other fast-growing organisations will be preferred.

Ideal Candidate

We are looking for someone who can confidently say:

“Give me the HR function. I will take ownership of it.”

The candidate should be comfortable working independently, solving people-related problems, maintaining discipline, hiring the right people and building a strong workplace culture.

Perks & Benefits

• Direct exposure to the Founder & Managing Director.
• Opportunity to independently manage and build the HR function of a growing organisation.
• Exposure to multiple businesses and departments across the organisation.
• Opportunity to work in a fast-moving entrepreneurial and education ecosystem.
• Practical exposure to recruitment, employee relations, performance management, payroll coordination, HR systems and organisational development.
• Opportunity to build strong expertise across the complete HR lifecycle rather than working in a narrow HR function.
• Regular exposure to modern business tools, AI tools and productivity systems.
• Performance-based growth and increased responsibilities.
• Opportunity to grow into a larger HR leadership role as the organisation expands.
• Learning and development opportunities.
• Professional, ambitious and high-performance work environment.
• Opportunity to directly contribute to building the team and culture of a growing organisation.
• Recognition for strong ownership, execution and results.
• Long-term career growth based on capability and performance.