Product Manager — HR Tech & People Operations

MyClassboard Educational Solutions Pvt Ltd; Hyderabad; On-site; INR 1,800,000 - 3,200,000; Full time

Job summary

MyClassboard Educational Solutions Pvt Ltd is seeking a Product Manager to own the end-to-end HR and People experience, from applicant tracking to offboarding. You will build reliable HR solutions with a strong payroll focus, ensuring accuracy and compliance for customers across India.

The role requires 4–8 years in product management, with at least 3 years in HR tech, and a track record of shipping payroll or attendance modules end-to-end.

Qualifications

• 4–8 years of product management experience, with at least 3 years on an HR tech product.
• Experience shipping payroll, attendance, or performance management end-to-end.
• Strong understanding of Indian statutory compliance for HR products.
• Ability to design for both HR users and employees.
• Familiarity with audit, privacy, and access-control for employee data.

Responsibilities

• Own the end-to-end HR and People experience from candidate application and onboarding through employee lifecycle management and final settlement.
• Build and maintain reliable, scalable HR solutions that impact every employee across our customers.
• Own payroll focus areas, including payroll structure, pay runs, and payslips.
• Collaborate with payroll, attendance, leave, performance, and exit processes to ensure cohesive HR tooling.

Skills

Product management

HR tech

Cross-functional

Payroll knowledge

Job description

Product Manager — HR Tech & People Operations

4-8

Full-Time

Role Summary

Own the end-to-end HR and People experience, from candidate application and onboarding through employee lifecycle management and final settlement. This role is responsible for building and maintaining reliable, scalable, and user-friendly HR solutions that impact every employee across our customers.

A key focus area is payroll , where accuracy, reliability, and attention to detail are critical. Payroll directly impacts employees’ financial well-being, so this role requires a strong ownership mindset, rigorous execution, and a commitment to building systems that customers and employees can trust.

Product area owned

Hire

• ATS — requisitions, job posting, candidate pipeline, interview scheduling, scorecards, offer management
• Sourcing integrations — job boards, referrals, careers page
• Employee onboarding — document collection, verification, asset allocation, induction checklists, day-one readiness

Pay

• Payroll — salary structures, CTC breakup, earnings and deductions, pay runs, payslips
• Statutory compliance — PF, ESI, professional tax, TDS, gratuity, Form 16
• Reimbursements, flexible benefit plans, arrears and off-cycle payments
• Full and final settlement on exit

Time

• Attendance — biometric and app-based capture, shifts, rosters, overtime, regularisation
• Leave management — policies, accrual, carry-forward, encashment, approval workflows, holiday calendars
• Timesheets and project time tracking where relevant

Grow

• Performance management — goals, OKRs, KPIs, review cycles, 360 feedback, calibration
• Appraisal and increment workflows
• Competency frameworks and development plans
• Engagement surveys and pulse checks

Exit

• Resignation and clearance workflows
• Exit interviews, knowledge handover, asset recovery
• Relieving and experience letter generation

Background we're looking for

Must have built HR tech at a company that sells it.

• 4–8 years in product management, with at least 3 on an HR tech product
• Has shipped at least one of: payroll, attendance, or performance management — end to end
• Understands Indian statutory compliance well enough to reason about edge cases
• Has dealt with the reality that HR products are bought by HR but used by everyone, and those two groups want different things
• Comfortable with the audit, privacy and access-control demands of employee data

Nice to have

• Payroll specifically — the hardest and most defensible part of the surface
• Experience with biometric device integrations and their failure modes
• Multi-entity or multi-state payroll complexity
• Exposure to HR analytics and workforce planning