Manager HR Operation

• *Key Responsibilities**
• -----------------------

### **1\. Employee \& Gig Workforce Engagement**

• Design and implement structured engagement initiatives for permanent employees and gig workers, fostering connection, inclusion, and a sense of belonging.
• Establish regular employee connects, skip\-level meetings, pulse surveys, feedback mechanisms, and recognition programmes.
• Develop a consistent engagement framework for the gig workforce, covering onboarding, communication, feedback, recognition, and retention.
• Drive virtual and in\-person engagement initiatives, town halls, celebrations, and cross\-team interactions across locations.
• Monitor workforce sentiment, engagement levels, grievances, gig\-worker activation, and retention trends to identify and address potential disengagement.
• Manage employee relations and grievance resolution, ensuring fair treatment, timely closure, and consistent communication.
• Partner with business leaders and operations managers to integrate engagement practices into day\-to\-day workforce management.

### **2\. End\-to\-End HR Operations**

• Lead the complete employee lifecycle, including onboarding, documentation, employee records, confirmations, transfers, exit formalities, and full\-and\-final settlements.
• Oversee HR operations for gig workers, ensuring efficient onboarding, accurate workforce records, engagement tracking, and payout data management.
• Manage payroll inputs, benefits administration, and coordination with relevant internal teams and external service providers.
• Develop, document, and continuously improve HR policies, standard operating procedures (SOPs), and operational workflows.
• Establish standardised processes, service\-level agreements, and internal controls to improve accuracy, turnaround time, and employee experience.
• Monitor the HR operations budget, track expenditure, and identify opportunities to optimise operational costs.
• Drive process improvements and strengthen HR systems to support business growth and workforce scalability.

### **3\. HR Analytics \& Workforce Reporting**

• Establish and maintain a robust HR metrics framework covering headcount, attrition, retention, time\-to\-hire, time\-to\-productivity, workforce composition, and gig\-worker performance indicators.
• Develop dashboards and management reports to provide actionable insights into workforce trends, engagement, productivity, and retention.
• Conduct trend analysis, cohort analysis, and attrition\-risk assessments to identify emerging workforce challenges.
• Prepare periodic workforce reports for leadership, translating HR data into clear insights and actionable recommendations.
• Ensure consistency and accuracy across HR, recruitment, and operations data to establish a single source of truth for workforce reporting.
• Use data\-driven insights to recommend improvements in workforce planning, employee experience, operational efficiency, and resource utilisation.

### **4\. Statutory Compliance, Governance \& Audit**

• Ensure adherence to applicable Indian labour laws, statutory requirements, and employment regulations, including PF, ESI, gratuity, the Shops and Establishments Act, POSH, and applicable Labour Codes.
• Maintain accurate statutory records, registers, documentation, and filings to ensure continuous audit readiness.
• Support client audits, ISO audits, and workforce compliance assessments, including appropriate documentation and gig\-worker classification.
• Conduct periodic internal audits of HR processes, employee records, payroll inputs, and compliance documentation.
• Identify compliance gaps, implement corrective actions, and establish preventive controls to minimise operational and regulatory risks.
• Work closely with relevant stakeholders to maintain consistent HR governance, documentation standards, and policy adherence.

### **5\. HR Team Leadership \& Process Excellence**

• Lead, mentor, and develop the HR Operations team, establishing clear responsibilities, priorities, and performance expectations.
• Define service standards, turnaround times, quality benchmarks, and accountability mechanisms across HR operations.
• Build a proactive, responsive, and detail\-oriented team culture focused on accuracy, ownership, and continuous improvement.
• Identify process inefficiencies, implement corrective measures, and standardise best practices across workforce operations.
• Collaborate with leadership, recruitment, finance, and business operations teams to align HR processes with organisational objectives.

• *Candidate Profile**
• --------------------

### **Essential Qualifications \& Experience**

• Bachelor's degree in Human Resources, Business Administration, or a related discipline; a Master's degree or MBA in HR is preferred.
• Minimum 10 years of experience in HR Operations, with demonstrated ownership of employee engagement and workforce management.
• Proven experience managing employee engagement across large, distributed, or remote workforces.
• Experience working with contractors, freelancers, gig workers, or other contingent workforce models.
• Strong working knowledge of Indian labour laws, statutory compliance, payroll processes, and HR governance.
• Advanced Excel skills with the ability to validate, analyse, and interpret workforce data.
• Excellent written and verbal communication skills, with the ability to interact effectively with senior leadership, employees, auditors, and cross\-functional teams.
• Demonstrated ability to build processes, resolve operational challenges, and drive measurable improvements.

### **Preferred Qualifications**

• Experience in IT, ITES, technology, or services\-based organisations.
• Exposure to Power BI, Microsoft Power Platform, Dataverse, or comparable HR analytics and reporting tools.
• Experience implementing HR process improvements, dashboards, and data\-driven engagement initiatives.
• Certification or formal training in HR analytics, employee engagement, or HR operations.
• Familiarity with multi\-country, remote\-first, and contingent workforce environments.

• *Key Competencies**
• -------------------

• **People \& Engagement:** Strong interpersonal skills, empathy, active listening, and relationship management.
• **Operational Excellence:** Process ownership, attention to detail, accuracy, and timely execution.
• **Analytical Thinking:** Data validation, reporting, trend analysis, and evidence\-based decision\-making.
• **Compliance \& Governance:** Strong understanding of policies, statutory requirements, documentation, and internal controls.
• **Leadership \& Accountability:** Team development, stakeholder management, problem\-solving, and continuous improvement.
• **Adaptability:** Ability to manage complexity, scale processes, and work effectively in a distributed, fast\-paced environment.

• *Role Expectations**
• --------------------

This role is suited to a professional who enjoys combining people engagement with hands\-on operational ownership, values data accuracy, and proactively improves processes rather than relying on recurring workarounds.

The successful candidate will be comfortable balancing employee experience with business requirements, maintaining compliance without compromising approachability, and building an HR function that is scalable, reliable, and responsive.

• *Work Requirements**
• --------------------

Gigmos follows a Bring Your Own Laptop (BYOL) policy. Candidates must have:

• A personal laptop with a minimum of 8 GB RAM, running Windows 10 or later.
• A stable internet connection with a minimum speed of 30 Mbps.