Lead HR and Business Operations

Staffing Global Network LLP

Mumbai | Full-time | On-site | U.S. East Coast business hours

Reporting to Co-founder and Designated Partner The opportunity

We are looking for a self-directed HR leader who can take ownership of our people function and partner with our co-f ounder in managing the business. You will anticipate needs, set priorities, make sound decisions and see them through, while building the capability of the people supporting each process.

You will connect people decisions with client service and business performance, bringing solutions and following through independently. Your contribution will give the co-founder greater capacity to focus on building new business.

As we prepare to launch Plain Office, an initiative to expand our staffing services, you will have the opportunity to help shape the people practices and processes that support our next stage of growth.

About Staffing Global Network

We help American businesses build and manage offshore teams through full-time and part time staffing, managed services and white-label support. Our India-based professionals work across accounting and finance, business valuation, audit support, administration and customer service. Our finance services range from accounts payable and receivable to controller-level support and fractional CFO services.

We support eight leading Amish newspapers and other publications with advertising design, pagination and letter processing. These newspapers publish handwritten community updates from local scribes, helping readers stay connected. We turn the scans into publication-ready copy through automation, proofreading and design. Aaron Nair leads the business in India alongside U.S. partner Bill Keller, with a partner firm in Colombia supporting much of our automation work.

What you can gain

Work directly with the co-founder, engage with U.S. clients and international colleagues, and see how your decisions improve employee experience and business results. This role offers an ambitious HR professional practical experience in broader business leadership, with opportunities to shape processes as the organization grows.

Your areas of responsibility

Recruitment and the employee lifecycle

Manage recruitment end to end as requirements arise, from role definition and sourcing through assessment, client interviews, offers and joining. Stay hands-on in candidate evaluation and follow-up, drawing on interviewers and available resources where useful. Ensure complete onboarding and offboarding documentation, effective orientation, exit interviews and coordinated clearances.

Appraisals and performance management

Own the appraisal framework, review calendar and client feedback cycle. Turn performance evidence into clear recommendations, lead appraisal discussions, and agree proposed compensation revisions in consultation with the AVP and co-founder. Ensure approved communications and documentation are issued accurately,



and hold managers and employees accountable for agreed development and improvement actions.

Employee relations and development

Build employee trust, resolve workplace friction fairly and discreetly, and coach managers through difficult conversations. Lead policy management, engagement and learning and development. Maintain reliable employee records, attendance and leave processes. Where responsibilities can be shared, train colleagues and set clear expectations while remaining accountable for completion.

Letter operations and publication delivery

Lead planning and delivery for approximately 1,000-1,200 community letters each week. Learn and personally run the existing transcription automation, manage incoming scans and batches, check processing status and resolve routine issues, seeking technical help when needed. Allocate the output to proofreaders and coordinate client proofreading, corrections, pagination, AI content screening and final review.

Stay at the center of capacity planning and work allocation. Delegate to proofreaders and other specialists according to skills and availability, track counts, quality and deadlines, and step in where your judgment or direct action is needed. Train team members, manage vendors and propose automation improvements that keep the workflow stable and efficient.

Payroll and annual budgets

Take ownership of payroll by day 120, independently managing the process under the AVPs supervision. Establish reliable input collection and validation, review approved compensation changes, resolve discrepancies and ensure accurate records. Prepare annual people and related operating budgets with the AVP and co-founder, aligning hiring, appraisals and resource requirements with business priorities.

Business insight and continuity

Use utilization, client occupancy and performance data to plan capacity and distribute work effectively. Compare quarterly and year-on-year results, including up to five years of available history, to explain changes and recommend improvements in efficiency and client value. Build succession plans, backup coverage and cross-training; identify staffing or skill gaps and propose practical solutions to leadership.

Office coordination and growth support

Manage office administration, asset tracking, supplies and expense records directly, with limited vendor coordination primarily for IT assets. Train and supervise the office assistant on routine supplies and office upkeep. Arrange visits, events and travel as needed, and help translate Plain Office growth plans into practical staffing and process requirements.

Your roadmap for success





Build ownership through a phased handover, with priorities aligned to the business calendar. The initial focus is learning the systems and processes, followed by establishing reliable routines and improving them.

Days 10 to 30 Recruitment and letter operations

- Take charge of active recruitment, define priorities and organize candidate evaluation and follow-up, using available support effectively.
- Learn to run the existing letter automation, take charge of planning and allocation, and establish capacity, communication and review routines with proofreaders and other teams.

By day 30, you should be managing active hiring and operating the letter automation, with explicit work allocation and early visibility of delivery risks. Days 30 to 90 Appraisals and wider business understanding
- Learn the appraisal system, participate in and lead review meetings, agree proposed compensation revisions with the AVP and co-founder, and issue approved communications.
- Prepare annual budgets with leadership and build a practical, hands-on understanding of the organizations key processes, owners and dependencies.
- Train colleagues, strengthen delegation and recommend staffing or automation improvements. Build effective policies, learning plans and continuity arrangements around the needs you identify.

By day 90, you should lead appraisals as they fall due, explain budget assumptions and have clear ownership and capacity plans across the processes you oversee. Days 90 to 120 Payroll ownership
- Complete the payroll handover, understand inputs and controls, and manage preparation, validation, discrepancy resolution and processing coordination.
- Run payroll independently under the AVPs supervision, while maintaining recruitment, appraisals and letter operations through hands-on ownership, appropriate delegation and review.

By day 120, success means dependable payroll, capable process owners and fewer routine matters requiring the co-founders intervention. You should be anticipating needs and driving improvements.

Who will thrive here

You bring strong HR experience, independent judgment and evidence of delivering results. You prioritize well, delegate effectively and stay hands-on where needed. You can learn established automation systems, use data confidently, communicate clearly in English and handle confidential matters discreetly.

We value resourcefulness and a make-it-happen attitude: turning objectives into results with minimal direction. Staffing or service business experience is useful. You must be ready to work on-site in Mumbai during U.S. East Coast hours, falling in the evening and night in India.

Express your interest

Share your CV and an example of how you improved a people or business process through your own initiative, effective delegation or automation. Please include your notice period, compensation expectations and availability for in office work during U.S. East Coast hours.

📌 Lead HR and Business Operations (Mumbai)
🏢 Staffing Global Network
📍 Mumbai