HR Generalist

Zoho; Bengaluru; On-site; INR 600,000 - 1,000,000; Full time

Job summary

Arivu Educational Consultants in Bangalore seeks a proactive HR Generalist to own end-to-end recruitment, onboarding, and HRIS data integrity using Zoho platforms. The role covers payroll, compliance, performance cycles, benefits, and employee relations, partnering with founders for ongoing policy, culture, and engagement initiatives.

3–5 years of HR experience is preferred, with strong communication in English and a readiness to drive process improvements in a growing Ed-tech environment.

Qualifications

• 3–5 years of HR experience in a generalist role.
• Experience with payroll, statutory filings, and HRIS systems.
• English proficiency; regional language helpful.

Responsibilities

• Own end-to-end recruitment: job descriptions, postings, screening, offers.
• Manage onboarding, document verification, and HRIS data integrity.
• Oversee payroll, deductions, incentives, and year-end tax work.
• Lead performance management, compensation, and benefits processes.
• Handle employee relations, grievances, and exit processes.
• Coach on policy, culture, and engagement initiatives.
• Maintain vendor contracts and internal tooling for HR operations.
• Partner with leadership on headcount planning and budgeting.

Skills

Recruitment

HRIS integrity

Payroll management

Statutory compliance

Employee relations

Onboarding

Training & development

Performance management

Policy & engagement

Vendor management

Tools

Zoho People

Zoho Payroll

Job description

Arivu Educational Consultants | Full time

HR Generalist

Bangalore South, India | Posted on 09/17/2026

• Country India
• Work Experience 3 - 5 years
• Mandatory Languages (At least one regional) English

About Us

ArivuPro Academy is an Ed-tech company and Academy in Bangalore established in the year 2015 that offers coaching services for a wide variety of professional examslike C A, CS, ACCA, CMA US in the commerce stream and we have also tied up with various institutions pan India to provide integrated courses.

Job Description

A. People Operations

• Own end-to-end recruitment: job descriptions, postings, sourcing, screening, selection, offer negotiation, and closure.
• Build sourcing channels, referral programs, and pipelines for recurring roles.
• Design the hiring process itself — scorecards, structured rounds, panel training for founders and managers.
• Track hiring metrics: time-to-fill, cost-per-hire, offer acceptance, source effectiveness.
• Own employer branding and candidate experience.

Employee lifecycle

• Run onboarding end to end: offer rollout, document verification, background checks, induction, and first-week experience.
• Own employee master data and HRIS integrity (Zoho People / Zoho Payroll or equivalent).
• Manage confirmations, probation reviews, internal movements, exits, full and final settlement, and exit interviews.
• Analyze attrition patterns and surface retention risks to leadership.

Payroll and statutory compliance

• Own end-to-end monthly payroll: new joiners, exits, salary revisions, arrears, incentives, deductions, and variable pay.
• Ensure statutory compliance and timely filings across PF, ESI, Professional Tax, TDS, Gratuity, Bonus, Shops & Establishments, and LWF.
• Own year-end tax workings, investment proof verification, and Form 16 issuance.
• Support internal, statutory, and investor-led audits with reconciliations and documentation.

Compensation and benefits

• Conduct salary benchmarking and recommend pay bands, structures, and corrections.
• Administer increment cycles, bonus and incentive plans, and benefits including group insurance and leave policy.
• Support ESOP administration: grants, vesting, record-keeping, and employee communication, with Finance and legal counsel.
• Partner with Finance on headcount cost, payroll reconciliation, and workforce budgeting.

Performance management

• Administer the quarterly appraisal cycle including self, peer, and manager review protocols.
• Own and evolve the Performance Appraisal Scorecard framework, including rating calibration and normalization.
• Roll out and maintain goal-setting frameworks (OKRs / KRAs) and link them to review outcomes.
• Translate appraisal outcomes into promotion, increment, reward, and recognition decisions with leadership.
• Publish cycle analytics: rating distribution, completion rates, performance trends by team.

Learning and development

• Build a training needs analysis from appraisal data at individual and team level.
• Own training programs with internal and external facilitators, and measure post-training impact.
• Build individual development plans, manager capability programs, and career paths for high-potential employees.

Employee relations

• Handle grievances, conflicts, and escalations with fairness, confidentiality, and speed.
• Conduct investigations and administer the disciplinary process including warnings, PIPs, and terminations, with proper documentation.
• Act as POSH committee coordinator and maintain compliance with related obligations.

Policy, culture, and engagement

• Draft and roll out HR policies, SOPs, and the employee handbook in partnership with founders and the Board.
• Track employment and labour legislation and assess the impact of changes on company practice.
• Own town halls, engagement programs, offsites, and internal communication.
• Run engagement and pulse surveys, analyze results, and drive action plans.

B. Business Operations

Process, systems, and internal tooling

• Design, document, and continuously improve internal processes and SOPs across functions.
• Own the internal tool stack (HRIS, ticketing, project management, communication, document management) — selection, implementation, adoption, and integration.
• Build dashboards and MIS reporting for leadership on headcount, hiring, attrition, spend, and operational KPIs.
• Identify manual, repetitive work and automate or eliminate it.

Vendor and contract ownership

• Evaluate, negotiate, and onboard vendors across IT, software, recruitment, insurance, and professional services.
• Own contracts, renewals, SLAs, rate negotiations, and vendor performance reviews.
• Control operational spend against budget and consolidate the vendor base where possible.

Compliance, legal, and governance

• Maintain the contract repository: employment agreements, NDAs, consultant and vendor contracts.
• Coordinate with external legal counsel on drafting, review, and disputes.
• Track company-level licenses, registrations, renewals, and regulatory obligations.
• Support ROC compliance, due-diligence requests, and audit readiness.
• Own IT access governance across the joiner–mover–leaver flow, including provisioning, de-provisioning, and device policy.

Leadership partnership

• Partner with founders on org design, headcount planning, and workforce budgeting.
• Act as the operational connective tissue across Sales, Delivery, Product, and Finance — unblocking dependencies and running cross-team programs.
• Support board and investor reporting with people and operations data.
• Build and lead the HR and Ops team as the function grows, including hiring and mentoring.
• Own business continuity and crisis response for people-related incidents.