Company Description

AIMLEAP is a global AI and technology consulting company that helps businesses drive digital transformation through innovative technology solutions. With a strong focus on AI, data, automation, and emerging technologies, AIMLEAP partners with organizations to solve complex business challenges and deliver measurable outcomes.

We are looking for a proactive and experienced Lead HR to drive HR operations, talent acquisition, employee engagement, performance management, and organizational development while aligning HR practices with business goals.

About Role

Job Title: Lead HR

Experience: 5–9 Years

Job Type: Full-Time

Work Mode: Remote – Work From Home

Department: Human Resources

Reports To: Business Head / Management The Lead HR will be responsible for managing the complete employee lifecycle, strengthening HR processes, leading talent acquisition initiatives, ensuring statutory and policy compliance, and partnering with business and delivery leaders to build a productive, accountable, and employee-centric work culture.

The ideal candidate should have strong ownership, decision-making abilities, hands-on HR expertise, and the ability to operate independently in a fast-paced, technology-driven workplace.

Key Responsibilities

1. HR Operations & Employee Lifecycle

- Lead end-to-end HR operations, including onboarding, induction, employee documentation, confirmation, transfers, separation, full and final settlement, and exit formalities.
- Establish and maintain standardized HR policies, processes, SOPs, and employee records.
- Manage employee queries related to payroll, leave, attendance, benefits, policies, and employment documentation.
- Ensure timely issuance of offer letters, appointment letters, confirmation letters, appraisal letters, experience letters, and other HR documents.
- Drive process automation and continuous improvement across HR operations.

2. Talent Acquisition & Workforce Planning

- Lead end-to-end recruitment for technical and non-technical positions, including leadership and niche technology roles.
- Work closely with business and delivery heads to understand hiring requirements, workforce plans, and resource priorities.
- Manage recruitment pipelines, sourcing strategies, interview coordination, candidate assessments, offer management, and onboarding.
- Track recruitment metrics, hiring turnaround time, offer acceptance, and joining ratios.
- Improve recruitment efficiency through LinkedIn sourcing, AI-powered recruitment tools, structured assessments, and process automation.

3. Performance Management & Employee Development

- Manage the performance appraisal cycle, including goal setting, KPI alignment,



feedback collection, performance reviews, and salary revision coordination.
- Partner with managers to establish measurable performance expectations and improve accountability.
- Facilitate employee development plans, performance improvement plans, and career progression discussions.
- Drive employee feedback mechanisms, manager connects, and continuous improvement initiatives.
- Align performance outcomes with business priorities, market benchmarks, and internal compensation structures.

4. Payroll, Compensation & Benefits

- Coordinate monthly payroll processing, salary inputs, variable pay, incentives, reimbursements, and full and final settlements.
- Ensure accurate employee data and timely coordination with finance and payroll stakeholders.
- Manage compensation benchmarking, salary structures, pay revisions, and employee benefits.
- Oversee PF, ESI, professional tax, TDS, and other applicable statutory requirements in coordination with the relevant internal teams or external advisors.
- Handle payroll-related employee queries with clarity, confidentiality, and accuracy.

5. Employee Engagement & Culture

- Develop and implement employee engagement, recognition, retention, and well-being initiatives.
- Conduct employee connect sessions, feedback discussions, and exit interviews to identify improvement opportunities.
- Support managers in addressing employee concerns, workplace conflicts, and performance-related challenges.
- Promote a culture of ownership, collaboration, transparency, and continuous learning.
- Plan and coordinate virtual engagement activities, celebrations, and employee recognition programs.

6. HR Compliance, Audit & Documentation

- Ensure compliance with applicable labour laws, statutory requirements, and internal HR policies.
- Maintain employee records, statutory documentation, HR trackers, and audit-ready evidence.
- Support internal audits and compliance requirements, including relevant ISO and CMMI-aligned HR processes.
- Coordinate background verification, employment verification, and employee documentation checks.
- Identify compliance gaps, implement corrective actions, and maintain confidentiality of employee and organizational information.

7. HR Analytics, Automation & Process Improvement





- Develop and maintain HR dashboards covering headcount, attrition, recruitment, employee performance, payroll, and engagement.
- Generate periodic HR reports and management updates to support data-driven decisions.
- Identify opportunities to automate repetitive HR activities using HRMS platforms, Microsoft Forms, Power Automate, Excel, and other relevant tools.
- Establish clear process ownership, turnaround times, and accountability across HR activities.
- Drive Kaizen and continuous improvement initiatives to enhance HR efficiency and employee experience.

8. Strategic HR Business Partnering

- Partner with leadership, business heads, and delivery managers to align HR initiatives with organizational goals.
- Support workforce planning, organizational structuring, succession planning, and retention strategies.
- Provide data-backed recommendations on compensation, employee productivity, hiring priorities, and HR process improvements.
- Handle sensitive employee matters with professionalism, fairness, discretion, and sound judgment.
- Take ownership of HR deliverables and ensure timely execution with minimal supervision.

Required Skills & Qualifications

- Bachelor's or Master's degree in Human Resources, Business Administration, or a related discipline.
- 6–9 years of overall HR experience, with at least 2–3 years in a lead or managerial capacity in a mid size startup environment.
- Strong experience managing end-to-end HR operations in an IT, technology consulting, SaaS, or services organization.
- Proven expertise in talent acquisition, payroll coordination, employee lifecycle management, performance management, and HR compliance.
- Working knowledge of Indian labour laws and statutory requirements, including PF and other applicable employment compliances.
- Strong analytical skills and proficiency in MS Excel, including Pivot Tables, VLOOKUP/XLOOKUP, IF, SUMIFS, and COUNTIFS.
- Experience with HRMS platforms, HR dashboards, and process automation tools.
- Excellent communication, stakeholder management, negotiation, and conflict-resolution skills.
- Ability to manage confidential information and make sound, fair, and business-oriented decisions.

Preferred Competencies

- Experience in a remote-first or distributed workforce environment.
- Exposure to ISO/CMMI-aligned processes, internal audits, and documentation standards.
- Experience implementing HR automation, process standardization, and continuous improvement initiatives.
- Ability to manage competing priorities while maintaining accuracy and timely execution.
- A hands-on, solution-oriented approach with strong ownership and accountability.

📌 Lead HR -(5-8 Years) - Immediate Joiner (India)
🏢 AIMLEAP
📍 India