Join Marrow's HR team and build a real career in people starting with getting core HR operations right and growing into a strategic HR Business Partner who owns the people agenda for a business vertical.

This is a role for someone who is curious, people-first, and wants to understand how outstanding organisations are built from the inside.

What You'll Do

- Run onboarding and induction end-to-end: make sure every new joiner is set up, welcomed, and productive in their first week without a single thing falling through the cracks.
- Own employee lifecycle documentation: joining, confirmation, transfers, and exits.
- Keep the HRMS accurate and up to date, prepare inputs, and resolve employee queries on salary, benefits, and HR processes with speed and clarity.
- Support compliance: PF, ESI, gratuity, POSH and assist with internal documentation.
- Plan and run employee engagement activities, recognition programs, and pulse surveys and be the first point of contact when employees have concerns, questions, or need to be heard.
- Prepare HR dashboards on headcount, attrition, and hiring track the numbers and flag trends before they become problems.
- Shadow the HRBP in business meetings:



learn how people-decisions connect to team goals, absorb how strategic HR conversations are run, and gradually take ownership of one business vertical.

The Best-Fit Candidate Would Have

- 0–1 years of HR experience, internships count, and strong freshers are very welcome to apply.
- A Bachelor's degree in any discipline; an MBA or PGDM in HR, or currently pursuing one, is a strong plus.
- Clear written and spoken communication: you're comfortable talking to a new joiner on day one and a senior manager on day two, and you adjust your style without losing your warmth.
- Working knowledge of Excel or Google Sheets: lookups, pivots, and basic charts; you don't need to be a data scientist, but you need to be comfortable with numbers.
- Exposure to an HRMS or ATS - Zoho People, Darwinbox, Keka, or similar is a plus, not a must.
- Genuine discretion with confidential information: people trust HR, and you understand what that responsibility means.
- Curiosity about how businesses work; you want to understand why teams grow, why people leave, and how HR can make both better.

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