The Senior HR Manager is accountable for solving SKO
Systems' talent -acquisition capacity challenge at a strategic level: building
durable sourcing relationships and talent -pool partnerships that bring the
company's ~4 -month time -to -fill down to a sustainable level, setting AI -enabled
recruiting strategy and tooling, and owning compensation, workforce planning,
HR technology, and policy governance. This role is intentionally scoped to
handle these responsibilities — strategic HR leadership, career architecture,
culture ownership, and multi -geography coordination across Pune and London. It
directly manages the HR Recruitment Associate and works as a close peer partner
to the HR Manager, with both roles reporting to the COO.
Essential Functions / Deliverables
Talent Pipeline & Sourcing Partnerships
• Build and
maintain direct relationships with recruitment agencies, technical communities,
coding bootcamps, engineering colleges, and passive -talent networks specific to SKO's scarce skills (Android, Angular, .NET, SQL/Oracle, DevOps, technical
BA/PM).
• Reduce
dependency on reactive job -board posting by developing a proactive, always -on
talent pipeline.
• Own
employer -branding efforts that materially shorten time -to -fill from the current
~4 -month average.
Recruitment Strategy, AI Tooling & Oversight
• Set
end -to -end recruiting strategy and process design for the HR function.
• Select,
implement, and continuously improve AI -assisted sourcing, screening, and
interview -automation tools.
• Directly
manage, coach, and review the HR Recruitment Associate's execution and pipeline
metrics.
• Personally
lead sourcing and closing conversations for senior or business -critical hires.
Strategic HR Leadership, Workforce Planning & Career
Architecture
• Partner
with leadership on headcount and workforce planning aligned to the 3 -year
product roadmap.
• Design a
dual -track (individual contributor / management) career -ladder framework to
support technical talent retention.
• Coordinate




HR practices and basic employment considerations across both the Pune and
London offices, escalating multi -country complexity to external counsel or the COO as needed.
Compensation & Advantages Strategy
• Design
competitive, market -aligned pay bands for scarce technical skills.
• Lead
annual compensation benchmarking and review cycles for leadership approval.
HR Technology, Analytics & Digital Transformation
• Own the
HRMS roadmap, including evaluation of the current platform against
alternatives.
• Build
recruiting and workforce analytics dashboards for leadership.
• Drive
automation across HR processes, prioritizing AI -enabled recruiting workflows.
Policy Governance, Compliance, Culture & Engagement
• Set HR
policy direction and partner with the HR Manager on POSH and statutory
compliance execution, ensuring governance standards are met.
• Own
company -level culture, engagement, and DEI strategy and direction (day -to -day
administration remains with the HR Manager).
Team Leadership, Mentorship
• Manage,
coach, and develop the HR Recruitment Associate.
• Partner
collaboratively with the HR Manager on shared HR initiatives, mentoring one
another in areas of respective strength.
• Build
demonstrated capability across compensation strategy, HRMS transformation, and
multi -geography coordination.