Role & responsibilities:

Workday HRIS End-to-End Management:

- Manage end-to-end employee lifecycle transactions in the HRIS, including creation of employee IDs and onboarding of new joiners.
- Create and manage Supervisory Organizations and ensure accurate organizational structures in the system.
- Process and update employee transfers, reporting changes, terminations, and other employee movements.
- Process Leaves of Absence, including maternity, paternity, and other applicable leaves.
- Conduct monthly HRIS audits to identify discrepancies, ensure data accuracy, and maintain up-to-date employee records.
- Ensure timely and accurate HRIS updates in line with organizational policies and processes.

POSH Process Management:

- Manage and coordinate the end-to-end POSH (Prevention of Sexual Harassment) process across the organization in accordance with the POSH Act and organizational policies.
- Coordinate with the Internal Committee (IC) and relevant stakeholders for POSH-related processes, including complaint management, documentation, meetings, and proceedings.
- Support the planning and coordination of POSH awareness sessions, IC orientations, and employee sensitization programs.
- Maintain confidential POSH records, documentation, and reports while ensuring timely and appropriate follow-up on cases and related processes.
- Support periodic compliance activities and ensure adherence to statutory and organizational POSH requirements.

Employee Orientation & Induction Management:

- Plan, coordinate, and conduct employee orientations and induction programs for new joiners across the organization.
- Coordinate with relevant departments and stakeholders to ensure timely completion of functional, organizational, and policy-related orientations.
- Schedule and facilitate virtual and in-person induction sessions and track completion of mandatory onboarding activities.




- Gather feedback and continuously improve the orientation and induction process based on employee and stakeholder inputs.

Annual Performance Management & Promotion Support:

- Support and coordinate the end-to-end annual performance appraisal process across the organization.
- Coordinate with managers, employees, and relevant stakeholders to ensure timely completion of goal setting, performance reviews, evaluations, and final ratings.
- Maintain and update performance-related records and HRIS data throughout the appraisal cycle.
- Support the communication and implementation of appraisal outcomes, including salary revisions, promotions, and related HR actions.
- Monitor timelines, follow up on pending activities, and ensure the appraisal process is completed accurately and within defined timelines.

L & D Support:

- Provide backend and logistical support for learning and development programs across the organization.
- Coordinate with facilitators, participants, and relevant stakeholders for scheduling and smooth execution of training programs.
- Manage training calendars, participant lists, invitations, attendance, and completion records.
- Support the coordination of training venues, virtual meeting links, materials, and other logistical requirements.
- Maintain and update training-related data, records, and documentation.
- Support communication and follow-up with employees to ensure timely completion of assigned learning programs.

Employee Engagement Support:

- Plan and organize employee engagement activities across all states,



in both virtual and in-person formats.
- Coordinate and facilitate Town Halls and direct management communication forums to promote transparent communication between employees and leadership.
- Support the planning and execution of the Annual Awards Ceremony across all states, including coordination with state teams and relevant stakeholders.
- Provide end-to-end coordination and logistical support for organizational events, ensuring smooth execution within defined timelines.
- Develop cutting-edge and inclusive engagement initiatives aligned with organizational objectives and employee needs.
- Coordinate event communication, participation, feedback, and post-event activities to enhance the overall employee experience.
- Support in conducting 2-3 internal surveys (GPTW, ESS) annually.

Other support to People Operations:

- Operate within the HR Budget and monitor spending monthly.
- Ensure that the organizations and the employees interests are protected, and the policies/ practices of the organization are legally compliant.
- Manage the audits related to people operations.
- Review employee appeals through compliant procedure.
- Extend any other support people operations team may need.

Preferred candidate profile:

- Demonstrated ability to design and implement Human Resources programs and initiatives, preferably in the development sector.
- Bachelors degree with minimum of 1-2 years of professional experience in HR position.
- General knowledge of the principles and practices of personnel administration.
- Demonstrated strategic approach to HR with the ability and willingness to also execute the tactical elements of the job.
- Ability to work within narrowly defined objectives under general supervision
- Ability to effectively address well defined problems of moderate complexity and complete moderately complex assignments.

📌 Assistant, People Operations (New Delhi)
🏢 Room to Read
📍 New Delhi