? URGENT HIRING | SENIOR HR MANAGER / HR LEAD | 8+ YEARS EXPERIENCE

ISCAP SERVICES PVT. LTD. | Talent Acquisition • HR Operations • Payroll • People Management

Are you an experienced HR skilled who can build teams, lead recruitment, manage HR operations, establish structured policies, improve employee performance, and take complete ownership of the employee lifecycle?

ISCAP Services Pvt. Ltd. is looking for a commercially minded, process-oriented Senior HR Manager / HR Lead with a minimum of 8+ years of relevant hands-on HR experience .

This opportunity is intended for experienced HR professionals who can demonstrate measurable recruitment outcomes, practical HR operations experience, strong employee-management capabilities, and the ability to build scalable HR processes.

⚠️ STRICT EXPERIENCE REQUIREMENT: Candidates must have at least eight years of genuine HR experience. General administration, sales, business development, or office coordination alone will not qualify as HR experience.

Candidates must answer the mandatory screening questions and share their CV through WhatsApp to be considered.

? POSITION DETAILS

Company: ISCAP Services Pvt. Ltd.

Job Title: Senior HR Manager / HR Lead

Department: Human Resources

Experience: Minimum 8+ years in HR

Employment Type: Full-time

Industry: EdTech / Education / Skill Development / Career Development

Work Mode: Remote / Hybrid / On-site, depending on business requirements and agreed arrangements

Location: To be discussed during screening

Reporting To: Company Leadership / Management

Application Method: WhatsApp screening + CV submission

? KEY RESPONSIBILITIES1. Talent Acquisition & Recruitment Leadership

- Own end-to-end recruitment for business development, sales, marketing, technology, operations, HR, internship, and leadership positions.
- Prepare job descriptions, candidate screening criteria, interview plans, and selection processes.
- Source candidates through LinkedIn, job portals, professional networks, referrals, and other recruitment channels.
- Manage resume screening, initial interviews, assessments, interview coordination, offer discussions, and joining formalities.
- Build and maintain a candidate database and recruitment pipeline.
- Establish measurable recruitment KPIs, including time-to-fill, offer acceptance, joining ratios, and hiring-source effectiveness.
- Develop a structured recruitment process for high-volume and specialist hiring.

1. HR Operations & Employee Lifecycle

- Manage employee onboarding, documentation, employee records, transfers, extensions, exits, and offboarding.
- Establish employee files, attendance records, leave-management procedures, and HR reporting systems.
- Develop and maintain HR policies, standard operating procedures, employee handbooks, and internal communication processes.
- Coordinate probation reviews, confirmation decisions, employee feedback, and performance documentation.
- Maintain accurate and access-controlled HR records.

1. Payroll, Compensation & Compliance

- Coordinate monthly payroll preparation, salary inputs, attendance, leave adjustments, incentives, reimbursements, and final settlements.
- Coordinate statutory compliance and applicable employment documentation with the appropriate internal or external specialists.
- Maintain accurate compensation, offer, and employee-status records.
- Support payroll reconciliation, employee queries, and documentation for audits where applicable.
- Protect confidential employee, payroll, and compensation information.

1.



Performance Management & Employee Engagement

- Establish structured performance-review processes and measurable employee objectives.
- Support managers with performance improvement plans and employee-development initiatives.
- Develop onboarding and induction programs.
- Improve employee engagement, communication, retention, and accountability.
- Help create a professional work culture built around ownership, collaboration, and measurable results.

1. Workforce Planning & Organisation Development

- Work with management to understand manpower requirements and hiring priorities.
- Develop hiring plans, workforce forecasts, and recruitment budgets.
- Define roles, reporting structures, responsibilities, and escalation processes.
- Identify gaps in workforce capability and recommend training or organisational improvements.
- Support leadership in succession planning and retention strategies where appropriate.

✅ MANDATORY ELIGIBILITY CRITERIA

Candidates should demonstrate

✔️ Minimum 8+ years of relevant HR experience.

✔️ Hands-on experience in end-to-end recruitment.

✔️ Practical knowledge of HR operations and employee lifecycle management.

✔️ Experience in payroll coordination and employee documentation.

✔️ Exposure to HR policies, performance management, and employee relations.

✔️ Experience managing multiple vacancies and recruitment priorities.

✔️ Strong communication, negotiation, organisation, and stakeholder-management skills.

✔️ Ability to work independently and report measurable outcomes.

✔️ Professional handling of confidential employee and company information.

Experience in EdTech, education, training, technology, or a growing organisation is an advantage, but candidates must satisfy the core HR experience requirement.

Note: Candidates with recruitment-only experience may be considered only if they meet the role's broader HR operations requirements. Applicants whose experience is limited to general administration or sales will not qualify.

? MANDATORY HR SCREENING QUESTIONS

All candidates must answer the questions below and send their answers with their latest CV through WhatsApp.

Please provide accurate figures. Information may be discussed or verified during the interview. Estimates should be identified as estimates.

Section A — Experience Verification

Q1. How many completed years of direct HR experience do you have?

Answer: ___ years

Q2. List your last three employers, job titles, employment duration, and primary HR responsibilities.

Employer 1: ___ | Title: ___ | Duration: ___

Employer 2: ___ | Title: ___ | Duration: ___

Employer 3: ___ | Title: ___ | Duration: ___

Q3. How many years of your experience involved end-to-end recruitment?

Answer: ___ years

Q4. How many years of your experience involved HR operations, employee lifecycle management, and HR documentation?

Answer: ___ years

Q5. How many years of your experience involved payroll preparation or payroll coordination?

Answer: ___ years

Section B — Recruitment Performance

Q6. How many positions did you personally help close during the last 12 months?





Answer: ___ positions

Q7. What was the average number of vacancies you handled simultaneously in your most recent role?

Answer: ___ vacancies

Q8. What was your average time-to-fill for routine positions?

Answer: ___ calendar days

Q9. Approximately how many candidates did you screen per month in your most recent role?

Answer: ___ candidates

Q10. Out of 100 offers issued in your most recent recruitment process, approximately how many candidates joined?

Answer: ___ joiners out of 100 offers

Q11. Have you personally recruited for management, leadership, or specialist positions?

Answer: YES / NO

If YES, mention the role types and the number of such positions closed during the last 12 months.

Section C — HR Operations & Payroll

Q12. What was the largest employee headcount for which you directly managed or coordinated HR operations?

Answer: ___ employees

Q13. For how many employees did you coordinate monthly payroll inputs or payroll processing in your most recent role?

Answer: ___ employees

Q14. Which HR systems, ATS platforms, HRMS tools, payroll platforms, or reporting tools have you used professionally?

Answer: List the tools and your level of experience.

Q15. Have you handled onboarding, attendance and leave records, probation reviews, employee exits, and final settlement coordination?

Answer: YES / NO

Q16. Have you worked with applicable employment-law and statutory-compliance processes, directly or through payroll or compliance specialists?

Answer: YES / NO

If YES, specify the processes you have handled. Do not claim compliance expertise you do not possess.

Section D — Leadership & Problem-Solving

Q17. How many HR professionals or recruiters have you directly supervised at one time?

Answer: ___ employees

Q18. What measurable HR improvement have you achieved in your career?

Provide one specific example, such as reducing time-to-fill, improving offer-to-joining ratios, reducing recruitment costs, or strengthening employee retention.

Answer: Problem identified: ___ | Action taken: ___ | Measurable result: ___

Q19. If management asks you to recruit 20 suitable employees within 30 days, how would you plan the hiring process?

Answer in 3–5 concise steps.

Section E — Availability & Compensation

Q22. What is your current annual CTC?

Answer: ₹___ LPA

Q23. What is your expected annual CTC?

Answer: ₹___ LPA

Q24. What is your notice period?

Answer: ___ days

Q25. When can you realistically join if selected?

Answer: ___ days

? HOW TO APPLY — WHATSAPP SCREENING IS MANDATORY

WhatsApp: +91 84650 20524

Email: [email protected]

Website: https://iscap.in

Send your CV and answers using the following message format:

WHATSAPP APPLICATION — SENIOR HR MANAGER

Hello ISCAP Hiring Team,

I am applying for the Senior HR Manager / HR Lead position.

Name

Current Location

Total HR Experience

Recruitment Experience

HR Operations Experience

Payroll Coordination Experience

Current Organisation

Current CTC

Expected CTC

Notice Period

Earliest Joining Date

I have attached my CV and provided my responses to the mandatory screening questions.

I confirm that the information provided is accurate to the best of my knowledge.

Regards,

[Your Name]

Applications without the CV or mandatory screening responses may not be shortlisted.

Please do not share confidential employee records, payroll files, candidate personal data, or proprietary information from your current or previous employer.

📌 ? URGENT HIRING | SENIOR HR MANAGER / HR LEAD | 8+ YEARS EXPERIENCE (India)
🏢 ISCAP SERVICES
📍 India