SUMMARY

This is a remote position.

HR Operations Executive, India Remote (India) Full - Time

Also searched as: People Operations Coordinator, People Operations Executive, HR Executive, HRIS Administrator, People & Culture Coordinator, HR Coordinator

What would it take for a People & Culture Partner in Australia to trust every record you touch without checking behind you?

On a typical day you might action a role change in Rippling first thing, work the team member query queue after lunch, and verify schedule data with the scheduling team before it reaches the pay run.

About Contour

We started in 2020 with a handful of students and a belief that great education should not be out of reach. Today we operate across three brands with 8,000+ students and 425+ team members: roughly 100 in India and 325 onshore in Australia. This role sits in the People & Culture function, working with the People & Culture Partners based in Australia.

Role changes, contracts and pay adjustments for the Australian team pass through this seat before they become real. That is why it matters.

About This Role

You run the operational side of People & Culture for Contour's Australian team, from India. You administer Rippling day to day, action team member changes, prepare contracts and documentation, answer first-line queries, support the inputs to each pay run, and build the reports leadership reads. You report to the People Operations Manager, who sets your priorities and the standard the work is held to.

The People & Culture Partners in Australia own policy, employee relations and sign-off: a change or a document goes out only after they have reviewed it. Everything that keeps records accurate, documents on time and the queue moving is yours.

Two things separate a solid hire here from a competent one. First, accuracy at the point of entry. A Partner reviews the changes you action and the contracts you prepare, and the standard is that the review finds nothing: the record was right when you entered it, and when the request itself was wrong, you had already flagged it. Second, writing that needs no rework. A Partner reads your draft process guide or team member communication and sends it, with a word changed at most.

This is an individual seat with no direct reports.

This seat takes the records, reporting and query load off the Partners so they can spend their time with managers, and it is what lets the function scale cleanly as the team grows across two countries. By the end of month three, you will have taken over day-to-day Rippling administration for the Australian team,



delivered the first scheduled People & Culture reports on time with clean data, held the query queue to its service level for a full month, and be meeting the agreed turnaround on contracts and script drafts without a follow-up ask. The records and reports you get right in those first months are the ones every people decision after that rests on.

Where the Work Lives

- Rippling: the HRIS and payroll platform for the Australian team. Every record and every change lives here, so it has to be right when you enter it and stay in a state an audit or a pay run can rely on.
- Suptask, email and Slack: where team member queries arrive. Nothing sits unanswered here.
- Reports and dashboards: built from Rippling data for leadership. Numbers get checked before anyone else sees them.
- Schedule data from the Academics Scheduling team: tutor schedules feed the pay run, so you help confirm the data before each run. An error caught here never becomes a pay error.

What You Will Do
- Own day-to-day administration of Rippling. Action role changes, employment information changes, pay changes and exits for Partner sign-off, and keep every record to a standard that passes a compliance or payroll audit.
- Prepare contracts and documentation. Team member documentation inside the agreed turnaround, plus process guides, policy explainers and team member communications, drafted for Partner review before they go out.
- Be the first point of contact for team member queries. Work the ticket queue, email and Slack, resolve what does not need a specialist, escalate what does, and keep response times within the agreed service level.
- Support the inputs to payroll. Data entry and reconciliation ahead of each pay run, verifying schedule data with the scheduling team, and answering general payroll questions as they come in.
- Build and maintain People & Culture reporting. Dashboards and scheduled reports for leadership from Rippling data: headcount, leave, attrition and engagement, with trends flagged when something deserves a closer look.

If a better way exists to do something we are doing manually, make the case and we will back it.

Requirements

What You Need

- 1 to 3 years in an HR operations or people coordinator role,



with employee lifecycle administration as your main work
- Hands-on with an HRIS. You have actioned role, pay and exit changes yourself and kept the records clean enough for an audit
- Employment contracts and HR documentation prepared to a deadline, and an understanding of what a wrong date or wrong figure costs once it is issued
- Written English that survives review. On a team split across two countries, most of your work is read before it is discussed, so a process guide or a team member communication has to land with the Partner in a form they can send
- Comfortable reporting from HR data. You can build a headcount or leave report in a spreadsheet that someone else relies on, and you check the numbers before you share them
- Discretion with confidential information. Pay changes, exits and personal records pass through you daily, and none of it travels further than it should
- Self-directed across the India and Australia time difference. You manage a full workload with limited direct oversight and know which things to escalate and which to resolve yourself

Nice to Have
- Hands-on experience with Rippling
- Exposure to payroll processing, especially Australian payroll requirements

The Kind of People Who Thrive Here The people who do well here see a gap and close it without being asked. They build processes that run without them. They give direct feedback and expect it back. When something is not working, they say so and bring a point of view on how to fix it. Contour's current cluster heads started as team leads. The path from operator to leader is real here.

What Good Looks Like

- The queue does not back up: every query gets a response before its service level runs out, and the ones you cannot resolve reach the right Partner with the context already attached.
- Reports leadership uses as they are: scheduled People & Culture reports land on time, and nobody double-checks a number before quoting it.
- Australia does not have to chase: when a change or a document is waiting on someone else, the Partner hears it from you before they think to ask.

Benefits

Fully remote, anywhere in India.

Compensation details shared early in the hiring process.

After you apply: screening questions, a short video interview, a phone screen, a practical task, and a final interview. About four weeks end to end.

Apply with a CV and one paragraph on an error you caught in a record, contract or pay file before it caused a problem: what you noticed, how you found it, and what you did next.

📌 HR Operations Executive, India (Bengaluru)
🏢 Contour Education
📍 Bengaluru