Role Overview

We are a 55-person company making our first dedicated HR & Admin hire. HR is currently outsourced to a vendor, who handles payroll (salary slips) and statutory policy documentation (including our POSH policy) — but there is no one internally making sure these policies are actually communicated, followed, or enforced.

This role is our first internal HR/Admin point of contact. It owns day-to-day people operations, all administrative and travel logistics, and the relationship with our HR vendor. Over time, as our HR function matures, this role is expected to take on greater direct ownership of policy and compliance, reducing our dependency on the outsourced vendor.

Key Responsibilities

HR Operations & Enforcement

- Roll out and enforce policies already drafted by our HR vendor (POSH, leave, code of conduct, etc.) — communicate them clearly, collect acknowledgments, and make sure they're actually followed
- Own leave and attendance tracking end-to-end: approvals, balances, records
- Be the first point of contact for employee HR queries (payroll, salary slip issues, benefits, onboarding/exit questions)
- Coordinate onboarding and exit formalities, including data handoffs to the vendor for payroll
- Maintain HR records and employee documentation

Vendor & Policy Management

- Manage the day-to-day relationship with our outsourced HR vendor
- Flag policy gaps or compliance risks to the vendor and follow through until closed
- Track statutory compliance deadlines (POSH Internal Committee functioning, labour law filings, etc.) even where the vendor executes them




- Prepare briefs and inputs the vendor needs to draft or update policies

Admin & Office Operations

- Book and manage flight, train, and other travel arrangements for the team
- Handle general office administration: vendor coordination, supplies, facilities
- Support other ad hoc administrative needs as they come up

Growth Trajectory

This role is designed to grow. In the first 6–12 months, the focus is on establishing reliable HR operations and admin execution, and becoming the internal owner of the vendor relationship. As trust and process maturity build, we expect this role to progressively take on:

- Independent drafting and updating of HR policies (starting with lower-risk ones, moving toward statutory/compliance-sensitive ones with expert or legal sign-off)
- Greater ownership of compliance processes currently run by the vendor
- A reduced scope for the outsourced vendor, eventually limited to specialist areas (e.g. payroll processing, legal review)

We're looking for someone who sees this as a path toward owning HR in-house, not a permanently ops-only role.

Requirements & Qualifications

- 3–6 years of experience in an HR generalist, HR operations, or HR & admin role, ideally in a company of similar or growing size




- Working knowledge of Indian labour law basics and statutory compliance (POSH, leave policy, PF/ESI awareness — doesn't need to file these personally, but must understand what "compliant" looks like)
- Experience managing or coordinating with an outsourced HR/payroll vendor is a strong plus
- Comfortable owning both strategic-adjacent work (policy rollout, compliance tracking) and hands-on admin (travel booking, office logistics) — this is a working generalist role, not a purely strategic one
- Strong follow-through and organisational skills — a lot of this role is making sure things that are already "on paper" actually happen
- Explicit communicator who can explain policy to employees in plain language
- Comfortable with basic HR/admin tools (spreadsheets, HRMS, travel booking platforms)
- Genuine interest in growing into a full HR ownership role over time

What Success Looks Like in the First 6 Months

- Leave and attendance tracking is running smoothly, with employees and managers both using it correctly
- Existing HR policies (POSH, leave, etc.) have been actively communicated to all 55 employees, with acknowledgments on file
- A clear, working relationship with the HR vendor is established, with defined escalation points and turnaround expectations
- Travel and admin requests are handled reliably with no dropped balls
- At least one compliance gap has been identified and closed (e.g. POSH committee formally constituted and functioning, if not already)

Skills:- Vendor Management, Office administration, HR management and Payroll Management

📌 HR & Admin Manager (Mumbai)
🏢 Purva Sharegistry
📍 Mumbai