Human Resources Manager

Univedge Consulting LLC; Dadri; On-site; INR 1,200,000 - 1,800,000; Full time

Job summary

UnivEdge Consulting Private Limited in India seeks an HR Manager to own HR for its India operations supporting US staffing. Standalone role building processes from scratch across compliance, payroll, onboarding, performance, exits, and talent enablement.

The role requires familiarity with US staffing norms, W-2/C2C structures, night-shift US-hours, and close partnership with leadership to scale recruitment.

Qualifications

• Minimum 6–10 years HR experience with standalone/leadership exposure.
• Experience drafting employment documents from scratch.
• Strong knowledge of Indian employment laws (PF/ESI, POSH, Labour Codes).

Responsibilities

• Own statutory compliance for UP Shops and Establishments Act and labour codes.
• Draft and manage employment documents: offers, agreements, handbooks.
• Coordinate monthly payroll and statutory deductions; manage settlements.
• Lead internal hiring for India team; build sourcing pipelines.
• Design onboarding, training, and performance management programs.
• Maintain HR systems, attendance, leave, and dashboards.
• Partner with COO on org design and staffing capacity.

Skills

HR management

Payroll coordination

Compliance

US staffing understanding

Onboarding

Employee relations

Education

MBA in HR

Bachelor's degree in HR

Tools

Ceipal ATS

Microsoft Office

Job description

Position: HR Manager - US Staffing Operations

Company: UnivEdge Consulting Private Limited

Department: Human Resources

Shift: 6:30 PM – 4:00 AM IST, Monday to Friday

Employment Type: Full-time, permanent

Experience Required: 6–10 years

About the Company

UnivEdge Consulting is a founder-led IT staffing and recruitment firm serving clients across the United States, Canada, and India. We place contract and full-time technology talent — data engineering, AI/ML, cloud, and broader IT disciplines — with global consulting organisations and enterprise clients. Our delivery team operates from Greater Noida West on US-aligned hours.

Position Summary

The HR Manager will own the human resources function end-to-end for UnivEdge's India operations, supporting a US staffing delivery business. This is a standalone role: there is no existing HR team, and no inherited playbook. The successful candidate will be responsible for building employment infrastructure from the ground up — documentation, statutory compliance, payroll coordination, onboarding, performance management, and exits — while partnering with leadership on the growth of the recruitment team.

This role sits at the intersection of HR and staffing operations. Familiarity with the US staffing industry — recruiter productivity models, bench management, W-2 and C2C engagement structures, and the operational rhythm of a US-hours delivery team — is essential to being effective.

Key Responsibilities

1. Statutory Compliance and Employment Law

• Own compliance with the Uttar Pradesh Shops and Establishments Act, the Indian labour codes, and all applicable central and state employment legislation
• Manage Provident Fund and ESI registration, contributions, and filings; liaise with consultants and authorities as required
• Constitute and administer the Internal Committee under the POSH Act, 2013, including appointment of the external member, member training, complaint handling, and annual reporting
• Ensure full compliance with night-shift employment obligations, including consent, transportation, security, and working-hour requirements for women employees
• Maintain statutory registers, records, and returns; ensure audit-readiness at all times
• Monitor changes in employment law and advise leadership on operational impact

2. Employment Documentation and Contracting

• Draft, maintain, and version-control all employment documentation: offer letters, appointment letters, employment agreements, confidentiality and restrictive covenant clauses, and annexures
• Build and maintain a leave policy, attendance policy, code of conduct, and employee handbook
• Draft exit documentation: acceptance letters, relieving letters, experience certificates, and full-and-final settlement statements
• Ensure absolute accuracy and internal consistency across all documents issued; establish a review and sign-off process before any document leaves the company
• Maintain a controlled master template library with change history

3. Payroll, Compensation and Settlements

• Coordinate monthly payroll: attendance reconciliation, loss-of-pay computation, incentive and commission processing, and disbursement
• Manage TDS, professional tax where applicable, and statutory deductions in coordination with the finance function
• Compute and process full-and-final settlements within statutory timelines
• Conduct compensation benchmarking for recruitment roles in the NCR market and advise on salary bands
• Administer recruiter incentive and commission structures tied to placements

4. Talent Acquisition — Internal Hiring

• Own end-to-end internal hiring for the India team: US IT recruiters, account managers, business development, and support functions
• Build sourcing pipelines through LinkedIn, job boards, referrals, and campus channels
• Screen for capability, not keywords — particularly for US recruiter roles, where candidates must demonstrate genuine understanding of US tax terms, visa classifications, and client submission processes
• Manage the offer process, negotiation, and pre-joining engagement to minimise drop-offs
• Reduce time-to-fill and early attrition through structured, honest hiring conversations

5. Onboarding, Engagement and Performance

• Design and run a structured onboarding programme covering company orientation, US staffing fundamentals, ATS and tool training, and compliance briefings
• Build a training path for fresher recruiters covering US geography and time zones, work authorisation categories, tax terms, boolean sourcing, and client communication standards
• Establish performance management: goal setting, monthly reviews, performance improvement plans, and confirmation decisions at the end of probation
• Run engagement initiatives suited to a night-shift and US-hours workforce
• Serve as the first point of escalation for employee concerns; surface issues to leadership early rather than after they escalated

6. HR Operations and Systems

• Implement and maintain an attendance and leave management system producing defensible, auditable records
• Maintain complete and accurate employee files, including document collection at joining and secure handling of personal data in line with applicable data protection requirements
• Manage access provisioning and de-provisioning across Ceipal ATS, Monster, LinkedIn Recruiter, and Microsoft 365, in coordination with operations
• Produce monthly HR dashboards: headcount, attrition, hiring pipeline, cost-per-hire, and recruiter productivity
• Manage employee grievances and disciplinary matters with proper documentation and due process

7. Business Partnering

• Work directly with the COO on organisational design, headcount planning, and team structure
• Advise on retention risk, succession, and capability gaps within the recruitment team
• Support account leadership on staffing capacity planning against client demand
• Contribute to policy decisions on benefits, transport, and workplace facilities

Required Qualifications

• Bachelor's degree required; MBA or PGDM in Human Resources strongly preferred
• 6–10 years of progressive HR experience, with a minimum of 2 years in a standalone, lead, or managerial capacity where you personally owned statutory compliance
• Demonstrated experience drafting employment documentation from scratch — not administering templates provided by others
• Working knowledge of Indian employment law: Shops and Establishments Acts, PF/ESI, POSH, the labour codes, and full-and-final settlement requirements
• Prior experience in IT staffing, recruitment, RPO, or professional services is strongly preferred
• Experience supporting a night-shift or US-hours workforce, including the compliance obligations that attach to it
• Hands‑on experience running internal recruitment for recruiter or sales roles
• Proficiency with HRMS/payroll systems and Microsoft Office; familiarity with an ATS (Ceipal preferred)

Preferred Attributes

• Experience in an early-stage or scaling organisation where processes had to be built rather than followed
• Understanding of US staffing commercial models: W-2, C2C, 1099, corp-to-corp layering, and prime vendor arrangements
• Exposure to Canadian recruitment operations is an advantage
• Familiarity with compensation benchmarking in the NCR staffing market
• Judgement over process compliance. This role requires knowing when something is legally risky, not just whether a form was filled in.
• Documentation discipline. Accuracy in employment paperwork is non‑negotiable; small errors create disproportionate exposure.
• Direct communication. We would rather hear a concern in week one than discover it in month three.
• Ownership. No one will chase you for deliverables. You will be the senior HR voice in the company.
• Confidentiality. Access to compensation data, employee records, and commercial terms requires absolute discretion.