HR Generalist

Arivu Educational Consultants; Bengaluru Urban; On-site; INR 450,000 - 600,000; Full time

Job summary

Arivu Educational Consultants in Bengaluru is seeking an experienced HR Generalist to manage full-spectrum HR operations. The role covers recruitment, onboarding, payroll, statutory compliance, and employee lifecycle management in a dynamic Ed-tech setting.

The candidate will own HRIS data integrity, drive performance processes, and contribute to policy development, employee relations, and engagement initiatives.

Qualifications

• Own end-to-end recruitment process including job descriptions, sourcing, screening, and closure.
• Manage payroll processes and statutory compliance activities.
• Maintain HRIS data integrity and employee master data.
• Oversee onboarding, employee lifecycle, and performance-related processes.

Responsibilities

• Own end-to-end recruitment: job descriptions, postings, sourcing, screening, selection, offer negotiation, and closure.
• Run onboarding end to end: offer rollout, document verification, background checks, induction, and first-week experience.
• Own end-to-end monthly payroll: new joiners, exits, salary revisions, deductions, and incentives.
• Ensure statutory compliance across PF, ESI, PT, TDS, Gratuity, Bonus, Shops & Establishments, and LWF.
• Own HRIS integrity and reporting; manage confirmations, exits, and final settlement.
• Lead performance appraisal cycles and connect outcomes to promotions and salary actions.
• Draft and roll out HR policies and drive engagement programs.

Skills

Recruitment

Payroll

HRIS

Compliance

Employee relations

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.