Department: Human Resources
Industry: JEE / NEET / Competitive Exam Coaching
Reporting To: HR Head / Business Head
Location: Bengaluru

Role Objective

We are looking for a high-energy, execution-oriented HR Manager who will own and drive the complete HR function for the organisation.

The role will have significant responsibility for Talent Acquisition and Campus Recruitment, while also managing the broader HR lifecycle including manpower planning, onboarding, employee engagement, performance management, attendance, HR policies, employee relations, retention, HR MIS and compliance.

The person will also be responsible for building and developing the HR team, establishing robust HR processes and creating a proactive HR function that supports the organisation's rapid growth.

The ideal candidate should be a hands-on HR leader who can identify problems, take ownership and drive closure, rather than operate only as a process administrator.

Key Responsibilities1. Manpower Planning & HR Business Partnership

- Work closely with Academic HODs, Centre Heads and Business Leaders to understand current and future manpower requirements.
- Develop an organisation-wide manpower plan covering faculty and non-faculty positions.
- Identify upcoming requirements based on student enrolment, new centres, batch expansion, attrition and academic calendars.
- Proactively identify manpower gaps before they become operational issues.
- Act as the HR point of contact for business and academic teams.

2. Talent Acquisition & Campus Recruitment

Own the end-to-end recruitment function:

Requirement → Sourcing → Screening → Test → Demo → Interview → Selection → Offer → Joining

- Drive faculty and non-faculty recruitment across locations.
- Develop and execute campus recruitment programs.
- Build relationships with colleges, universities and relevant talent pools.
- Develop recruitment channels through referrals, LinkedIn, Naukri, Indeed, agencies and other sources.
- Build a continuous talent pipeline for Physics, Chemistry, Mathematics, Biology, Foundation and other academic requirements.
- Maintain a ready database of prospective candidates.
- Ensure strong offer-to-joining conversion.

3. Recruitment TAT & Vacancy Management

- Establish strict TATs for every stage of recruitment.
- Maintain a live recruitment dashboard.
- Track ageing of every open requirement.
- Ensure critical vacancies receive immediate attention.
- Escalate delays and bottlenecks proactively.
- Ensure no recruitment requirement is allowed to remain unattended.
- Develop a culture of urgency and accountability within the recruitment team.

4. HR Team Building & Leadership

- Build and manage the HR team as the organisation scales.
- Define roles, responsibilities and KRAs for HR team members.
- Recruit, train and develop HR executives / recruiters / HRBPs.
- Establish clear ownership for recruitment, onboarding, employee engagement, HR operations and employee relations.
- Conduct regular reviews of HR team performance.
- Develop SOPs and systems to ensure the HR function does not remain dependent on individuals.
- Create a high-performance, responsive HR team.

5. Onboarding & Employee Lifecycle

Own and improve the complete employee lifecycle:





Offer → Pre-joining → Joining → Induction → Probation → Confirmation → Performance → Growth → Exit

- Ensure smooth and timely onboarding.
- Develop structured induction programs for faculty and staff.
- Ensure employees understand organisational policies, expectations and processes.
- Monitor probation and confirmation timelines.
- Ensure all employee documentation and HR records are complete and updated.

6. Performance Management

- Establish and drive a structured performance management system.
- Work with HODs and managers to define KRAs and measurable performance parameters.
- Drive periodic performance reviews.
- Track underperformance and ensure timely Performance Improvement Plans where required.
- Identify high performers and support retention and career progression.
- Build a culture of accountability and performance.

7. Employee Engagement & Retention

- Develop initiatives to improve employee engagement and organisational culture.
- Conduct regular employee connects and feedback mechanisms.
- Identify causes of dissatisfaction, absenteeism and attrition.
- Work with managers to resolve employee issues.
- Develop retention strategies for critical faculty and key employees.
- Monitor attrition trends and provide actionable insights to management.

8. Attendance, Discipline & Employee Relations

- Establish effective attendance and leave management processes.
- Monitor attendance and punctuality, particularly for faculty and academic teams.
- Ensure adherence to organisational policies.
- Handle employee grievances and disciplinary matters professionally.
- Support managers in dealing with performance, behavioural and conduct-related issues.
- Maintain appropriate documentation for employee relations matters.

9. HR Policies & Processes

- Develop, implement and continuously improve HR policies and SOPs.
- Ensure policies are clearly communicated and consistently implemented.
- Identify gaps in existing HR processes and drive corrective action.
- Ensure HR processes are scalable as the organisation grows.
- Maintain employee handbook / policy documentation.

10. HR MIS & Analytics

Build a strong HR dashboard covering:

- Total manpower
- Open positions
- Recruitment pipeline
- Recruitment TAT
- Time-to-hire
- Offer-to-joining ratio
- Attrition
- Employee attendance
- Leave
- New joiners
- Exits
- Performance reviews
- Employee engagement
- Cost of manpower

Provide weekly and monthly HR MIS to management with clear observations, risks and action points.

11. HR Compliance & Administration

- Ensure compliance with applicable labour laws and statutory requirements.
- Coordinate with payroll / finance for accurate and timely salary processing.
- Ensure proper employee documentation and records.
- Coordinate PF, ESI, gratuity, leave and other applicable statutory requirements.




- Ensure appropriate processes for employee exits, full-and-final settlement and documentation.

12. Culture Building

- Help build a professional, performance-oriented and employee-friendly culture.
- Drive organisational values and expected behaviours.
- Ensure consistency in people practices across centres and locations.
- Create mechanisms for employees to communicate concerns and feedback.
- Act as a trusted HR partner to both employees and management.

Key KPIsAreaKey MetricsRecruitmentVacancy closure, Time-to-Hire, Recruitment TATCampus HiringNumber & quality of campus partnerships / hiresTalent PipelineReady candidates by subject/locationJoiningOffer-to-Joining ratioHR OperationsProcess adherence & turnaround timeAttritionOverall & critical talent attritionPerformanceReview completion & PIP closureAttendanceAttendance / discipline adherenceEmployee EngagementEngagement initiatives & feedbackHR TeamProductivity and SLA adherenceComplianceStatutory & documentation complianceHR MISAccuracy and timely reportingCandidate ProfileExperience

5–10 years of HR experience, preferably with exposure to education, coaching, EdTech, professional services or other fast-growing organisations.

Experience in high-volume recruitment / campus recruitment is strongly preferred.

Should Have

- Strong understanding of end-to-end HR
- Excellent talent acquisition and campus hiring capability
- Experience in building and managing HR teams
- Strong stakeholder-management skills
- Excellent communication and negotiation skills
- Strong HR MIS / analytical capability
- Ability to create processes from scratch
- Strong employee relations capability
- Comfortable handling multiple locations
- High ownership and execution orientation

The Person We Are Looking For

This is not a conventional HR operations role.

We need someone who can:

Identify → Plan → Build → Execute → Measure → Improve

The person should be able to identify an upcoming manpower requirement, create the recruitment plan, build the pipeline, close the hiring, onboard the employee, monitor performance and engagement, address employee issues and continuously improve the HR system.

They should be equally comfortable interviewing a candidate in the morning, reviewing HR MIS with management in the afternoon, resolving an employee issue in the evening and building an HR process for the next quarter.

Core qualities

- High ownership
- Sense of urgency
- Strong follow-through
- Problem-solving mindset
- People orientation
- Data-driven
- Process-oriented
- Hands-on execution
- Ability to build a team
- Ability to work in a quick-paced academic environment

Overall Accountability

The HR Manager will be accountable for building a scalable, proactive and high-performance HR function that ensures the organisation has the right people, the right processes and the right culture to support its academic and business growth.

The ultimate objective: HR should not merely respond to people requirements — HR should anticipate them and drive the organisation's people agenda.

Pay: ₹80,000.00 - ₹135,000.00 per month

Advantages:

- Flexible schedule
- Paid sick time

Work Location: In person

📌 HR Manager – HR & Talent Management (HSR Layout)
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