Title - HR Manager

No of positions: 1

Industry: Internet/Web Software

Employment Type: Full Time

Location: Noida (Work from Office) - Six days' week

Role Overview:

The HR Manager at SiteRecon will serve as both a strategic partner and an operational leader for our People function. This is a high-ownership, hands-on role suited for someone who has grown through the HR ranks and is ready to run an entire HR function independently at a fast-moving startup.

You will lead the HR team, manage end-to-end HR operations, and be the driving force behind implementing and scaling our HRMS. You will work directly with the founders and leadership team to build the people infrastructure that will take SiteRecon from its current stage to the next level of growth.

This is not a policy-maintenance role. We want someone who can build systems, automate manual work, challenge the status quo, and make HR a competitive advantage for the business. Above all, you will be the primary custodian of SiteRecon's culture — ensuring our values are lived and experienced at every level, every day.

About Siterecon:

SiteRecon is helping property maintenance contractors in the US to automate property mapping and site visits through our mapping platform, giving back time, speeding up their sales process, and increasing their profitability. We are building the next-generation property intelligence platform and looking for people to help out on our mission to revolutionize how businesses make decisions in North America.

About the Team:

Started by IIT Delhi alumni who have worked with multinationals in satellite imaging, e-commerce, and edtech sectors.

To learn more about the team & our origin story - https://order.siterecon.ai/about-us To learn more about what we do for our customers - https://order.siterecon.ai

Key Responsibilities:

Company Culture & Employee Experience

- Champion and uphold the company's values and culture across all levels — ensuring they are consistently demonstrated in day-to-day interactions, not just written on a wall.
- Act as the primary custodian of organizational culture by fostering an inclusive, collaborative, and high-performance work environment.
- Drive employee engagement initiatives that strengthen team morale, trust, and sense of belonging across the organization.
- Ensure every stage of the employee lifecycle — from onboarding to exit — reflects and reinforces the company's culture and values.
- Monitor employee sentiment through structured feedback mechanisms; recommend and implement initiatives to improve workplace experience and retention.

HR Strategy & Leadership

- Collaborate directly with the CEO and leadership team to design and execute a people strategy aligned with SiteRecon's business objectives and growth trajectory.
- Lead, mentor, and assess the performance of the HR team (team of 3), setting clear goals and holding the team accountable.
- Build and refine HR policies, frameworks, and processes from scratch or improve existing ones to match scale.
- Ensure compliance with applicable labor laws and employment regulations at all times.

Talent Acquisition & Workforce Management

- Own the full-cycle recruitment process — from defining hiring requirements with managers to offer roll-out and onboarding.
- Build scalable hiring pipelines for both tech and operations roles, managing different profiles from software engineers to operations staff.




- Develop and manage onboarding frameworks that get new hires productive and culturally integrated quickly.
- Lead exit processes with structured offboarding and capture insights through exit interviews to reduce attrition.
- Develop workforce plans to support operational peaks and business scaling needs.

HRMS Implementation & Process Automation

- Lead the end-to-end implementation of SiteRecon's HRMS — own requirements gathering, workflow design, developer feedback loops, UAT, and go-live.
- Translate HR processes into clear functional requirements for the development team building on the HRMS.
- Drive HRMS adoption across the HR team and the wider organization, reducing dependency on manual, spreadsheet-based workflows.
- Identify opportunities to automate repetitive HR tasks (attendance, payroll inputs, leave management, appraisals) and execute on them.
- Act as the internal product owner for all HR technology — evaluate tools, champion adoption, and continuously improve digital workflows.

HR Operations & Employee Relations

- Oversee all day-to-day HR operations — payroll coordination, attendance, compliance, documentation, and employee records.
- Foster a strong employee relations culture by being accessible, fair, and consistent in handling grievances, disputes, and disciplinary matters.
- Act as a bridge between the operations/shop-floor teams and senior management to build trust and transparent communication.
- Ensure clear and timely communication of company policies, expectations, and any organizational changes.
- Mediate conflicts with a balanced and constructive approach.
- Conduct periodic reviews of HR policies to ensure continued relevance and effectiveness; proactively identify gaps and design improved policies where needed.
- Ensure timely rollout and company-wide implementation of all policy changes.

Performance Management

- Design and implement a robust performance management framework — goal setting, mid-year check-ins, appraisals, and feedback cycles.
- Drive company-wide adoption of the performance framework; ensure consistent implementation across all functions, not just on paper.
- Hold managers accountable to review timelines — track completion rates and escalate delays to leadership.
- Champion merit-based appraisal outcomes — compensation and rewards anchored to demonstrated impact and performance, not tenure or seniority.
- Work with managers to define meaningful KPIs for their teams and ensure consistent implementation.
- Identify skill gaps and underperformance early; support managers with coaching, PIP design, and structured interventions.
- Champion a culture of continuous feedback and accountability across the organization.

Learning & Development

- Assess training needs across teams and design L&D; programs that address skill gaps and build leadership capability.
- Drive a culture of continuous learning — encourage participation in development programs and track their business impact.




- Partner with functional leads to create role-specific onboarding and upskilling programs for operations and tech teams.

HR Metrics & Reporting

- Own HR analytics and reporting — provide leadership with regular, data-driven insights on headcount, attrition, hiring velocity, engagement, and performance.
- Use data to proactively identify people risks and recommend corrective actions before they become problems.
- Build dashboards and reporting cadences that give leadership real-time visibility into people metrics.

Qualifications:

Education

- Bachelor's or Master's degree in Human Resources, Business Administration, Organizational Psychology, or a related field.
- Advanced certifications such as SHRM-CP/SHRM-SCP, PHR/SPHR, or equivalent are a plus.

Experience (All Required)

- 8 years of progressive HR experience, with meaningful exposure across the full HR spectrum — recruitment, operations, compliance, employee relations, and performance management.
- At least 2–3 years in a role where you led or significantly influenced HR strategy, not just executed it.
- Demonstrated experience leading or managing a small HR team.
- Hands-on experience implementing or configuring an HRMS — including requirements gathering, working with developers, conducting UAT, and driving adoption.
- Experience in a startup, high-growth tech company, or operations-heavy business strongly preferred.
- Prior exposure to managing a digital-factory or operations-floor workforce (blue-collar or semi-technical teams) is an advantage.

Technical Skills

- Proficiency in HRIS/HRMS platforms and HR analytics tools.
- Ability to translate HR process requirements into functional specs for engineering or product teams.
- Solid understanding of Indian labor laws, workplace compliance, and statutory requirements.
- Comfortable with Excel/Google Sheets for HR reporting; exposure to data visualization tools is a plus.

Key Competencies

- Ownership mindset — you treat HR like your own business unit and hold yourself accountable for outcomes, not just activities.
- Strong communication skills in both English and Hindi (written and verbal).
- Strategic thinking with the ability to zoom out and see the big picture, while also executing day-to-day operations without dropping the ball.
- Influencing without authority — able to drive behavioral change across the organization even without a large team.
- Analytical and data-driven approach to identifying problems and making recommendations.
- High adaptability and comfort with ambiguity in a rapid-paced startup environment.
- Strong conflict resolution and mediation skills.

Preferred Skills

- Prior experience in a product-led or SaaS company.
- Expertise in change management and driving organizational behavior shifts.
- Experience designing and delivering both technical and behavioral training programs.
- Familiarity with remote or distributed workforce management.

Perks of Working at SiteRecon

- Work ownership — if you see something that adds value, you have the freedom to own and execute it.
- Minimum opacity between you and leadership. Work directly with the founders of a fast-growing company.
- Direct communication with key stakeholders — get real-time insights and feedback on your work.
- Freedom to speak up, challenge the status quo, and suggest meaningful improvements.
- Full visibility into the operational side of the business — understand the bigger picture and see how your HR work directly impacts company outcomes

📌 Human Resources Manager (Noida)
🏢 SiteRecon
📍 Noida