Senior Human Resources Manager

Job Profile:

Ori (Oriserve) builds enterprise?grade voice and chat AI. Were 100 people (targeting 120 by Dec and 150 by Mar) across enterprise solutions and a DIY SaaS (VoiceGenie.ai). Were looking for a Senior HR Manager to own the full people charterTalent Acquisition, Retention/Engagement, HR Operations & Compliance (India), Payroll, Admin, and HR Team Building. This leader will be the culture carrier and gatekeeper for top talent, balancing high standards with empathy and influencenot fearto create a high?trust, high?accountability workplace.

Reports to: Founder | Leads: 1 HR Executive (existing), expand to 23 (TA + Admin) in 24 months.

Top Outcomes (first 12 months):

Hiring velocity & quality

Scale from 100 ? 120 ? 150 headcount with <45 days for 120 people and 6 months for 150 median Time?to?Fill; 90?day new?hire pass rate ?85%; offer?accept ratio ?70

%.Build a high?throughput sourcing engine (inbound + outbound + referrals) with weekly dashboards

Retention & engagement

Annualized regrettable attrition ?12%; eNPS ?35 within 2 quarters; 100% completion of 30/60/90?day onboarding plans

Culture & communications

Quarterly all?hands with crisp storytelling; launch 2 employer?brand campaigns; HR becomes the go?to for people issues with SLA?based responses

HR Ops & compliance

Zero compliance slippages (PF/ESIC/PT/Gratuity/PoSH/shops & establishment, etc.); payroll accuracy 100% with T?2 sign?off; audit?ready documentation

Implement/optimize ATS + HRIS (e.g., Keka), SOP library, and HR analytics stack; monthly board?ready People Scorecard

Key Responsibilities:

Talent Acquisition

• Own workforce planning with founders and function heads; create quarterly hiring plans with budget, leveling, and competency maps.
• Build multi?channel sourcing (LinkedIn, AngelList, GitHub, Kaggle, campus, referral blitzes, agencies for niche roles), with outbound headhunt motions for elite talent.
• Standardize structured interviews (scorecards, rubrics, case exercises) and interviewer calibration.
• Close candidates: compelling offers, expectation setting, background checks.

Onboarding & Employer Brand

• 30/60/90 onboarding playbooks by role, buddy program, day?1 experience.
• Run LinkedIn & Glassdoor brand programs; content calendar (spotlights, culture reels, tech blogs, awards submissions.

Performance, Engagement & Retention

• Launch lightweight performance framework aligned to business KPIs; quarterly check-ins
• Run eNPS, pulse surveys, skip?levels; design career paths and IC/manager tracks.
• Investigate and resolve people issues quickly and fairly; facilitate conflict mediation.

HR Operations, Payroll &

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• AdminOwn HRIS (Keka or equivalent), payroll, leaves/attendance, letters, benefits, reimbursements.
• Vendor & facilities oversight (Pantry, security, stationery, health camps, events).
• Maintain policies: leave, travel, WFH/hybrid, PoSH, code of conduct, data security, disciplinary process

Compliance (India)

• PF, ESIC, PT, Bonus, Gratuity, Shops & Establishments, PoSH IC constitution & training, contract labor as applicable.
• Maintain audit trails; coordinate with Finance & Legal

Candidate Profile (Must Haves)

• 712 years total HR experience; ?3 years leading HR in a 80200 person tech company (product or services), scaling phase.
• Demonstrated success in full?stack HR: TA + Ops/Payroll + Engagement + Policies + Employer Brand.
• Strong communication & executive presence; comfortable hosting all?hands and tough conversations.
• Built TA engines that deliver niche talent (AI/ML, platform engineering, delive
• ry/PMO).Hands?on with HRIS/ATS (Keka/Zoho/GreytHR + Greenhouse/Lever/Recruiterflow), payroll cycles, and India compliance.
• High integrity, high ownership, organized, data?driven; balances.

Nice?to?Haves:

• Experience in enterprise B2B/telecom/CCaaS/BFSI environments.
• Managed multi?location/offshore recruiting; campus/university relations.
• Employer branding & social media campaigns.