SENIOR MANAGER – HUMAN RESOURCES & PEOPLE OPERATIONS

Delhi NCR | Full-Time | On-Site | 4–6 Years Experience We are looking for a sharp, ambitious and highly dependable Senior Manager – Human Resources & People Operations to establish and run the core HR operating systems of our Delhi NCR headquarters. This is a broad, hands-on management mandate covering recruitment, payroll management, employee lifecycle, HR systems, international personnel administration, work-authorisation coordination, performance processes, HR compliance, employee records and management reporting. The person joining us will not simply inherit an existing HR desk. They will help build a disciplined and scalable People Operations function capable of supporting a growing Indian and international workforce. The Senior Manager – Human Resources & People Operations will be responsible for establishing and operating the Delhi HQ HR infrastructure and ensuring that employee administration is accurate, controlled, responsive and scalable. The role will include:

• Establishing the core HR operating framework for the Delhi NCR headquarters, including HRIS, employee master data, personnel files, joining systems, attendance, leave, payroll controls, probation, performance-cycle administration and separation processes.
• Managing end-to-end payroll administration and payroll coordination, including monthly employee data, attendance and leave inputs, salary changes, approved deductions, reimbursements, variable-pay inputs, new joiners, exits and payroll reconciliation.
• Working with Finance, payroll vendors and management to ensure that payroll records reconcile with approved employment terms and employee master data.
• Maintaining payroll calendars, change-control records, salary/CTC documentation and payroll exception trackers.
• Coordinating statutory and employee-related payroll documentation with the appropriate Finance, Legal, payroll and professional advisers.
• Managing end-to-end recruitment across multiple concurrent managerial, specialist, technical and administrative mandates.
• Managing RPOs, recruitment agencies, LinkedIn, job portals, direct sourcing and referral channels.
• Coordinating candidate assessment, interview scheduling, approvals, compensation discussions, offers and joining.
• Managing BGV, references, pre-employment documentation and controlled onboarding.
• Creating and maintaining accurate employee records, organisation data, reporting relationships, designation/grade records and employment-history documentation.
• Managing attendance, leave, probation, confirmation, promotions, approved compensation changes, transfers and employee status changes.
• Operationalising Board- and management-approved HR, workplace, travel, employee and administrative policies.
• Maintaining policy acknowledgements, training evidence, compliance registers and HR audit documentation.
• Supporting performance-management administration, including 30/60/90-day reviews, probation reviews, confirmation documentation, performance records and management follow-up.
• Handling employee grievances, disciplinary documentation, difficult employee matters, resignations, handovers, separation processes and final-clearance coordination.
• Maintaining appropriate confidentiality and access controls for sensitive personnel and compensation data.
• Coordinate international employee mobility, including visa/work-authorisation, immigration, FRRO/FRO and renewal documentation through Legal/authorised advisers.
• Maintain complete passport, visa, permit, registration and expiry controls for foreign personnel and international specialists.
• Coordinate invitation letters, supporting documentation, relocation, accommodation and joining logistics for international employees.
• Maintain an International Personnel & Mobility Register covering status, expiries, pending actions and responsible owners.
• Ensure required documentation and internal clearances are complete before international personnel commence regulated or approval-dependent activities.
• Support overseas deputation, travel and assignment documentation for Indian employees where required.
• Establish and maintain the Delhi HQ HR operating system, including Employee Master, HRIS, recruitment pipeline, offers, BGV, joining, personnel files, attendance/leave and payroll controls.
• Maintain compensation-change, probation, confirmation, performance-review, policy-acknowledgement and training records.
• Maintain grievance, disciplinary, separation, clearance, HR-vendor and management-MIS systems.
• Own the HR-side payroll process and reconciliation controls in coordination with Finance and authorised service providers. WHAT WE EXPECT IN THE FIRST 90 DAYS Within the first three months, the successful candidate should be able to demonstrate:
• a functioning Delhi HQ HR operating system;
• complete employee master and controlled personnel files;
• recruitment dashboard covering all approved vacancies;
• functioning HRIS or controlled interim HR database;
• reliable attendance and leave administration;
• documented monthly payroll process and reconciliation controls;
• BGV and onboarding tracker;
• probation and confirmation calendar;
• approved policy implementation and acknowledgement records;
• management HR dashboard;
• international personnel / visa / work-authorisation tracker where applicable;
• HR vendor and recruiter controls;
• defined employee joining, lifecycle and separation workflows. THE PERSON WE WANT We are looking for somebody who can build systems and then operate them. A strong candidate will be equally comfortable interviewing a senior candidate in the morning, resolving a payroll discrepancy before lunch, checking the documentation of an international employee in the afternoon and preparing a concise management dashboard before the day ends. That breadth is intentional. The role suits an HR professional who wants genuine ownership and institutional-building responsibility — not somebody looking for a narrowly defined recruitment, HRBP or employee-engagement position. Particularly valuable experience Candidates who have previously helped establish a new corporate office, regional headquarters, business unit, plant, international office or rapidly expanding operation will be particularly relevant. Exposure to any combination of the following will be valuable: HRIS implementation
• Payroll management
• Multi-agency recruitment
• International employees
• Employment visas / mobility administration
• BGV
• Employee lifecycle
• HR compliance
• Performance administration
• Office mobilisation
• Regulated or industrial environments This addition makes the position substantially stronger. It now reads as the person responsible for establishing the Delhi HQ People Operations infrastructure, rather than simply a Senior HR recruitment manager.