About Yulu

Yulu is Indias leading shared micro-mobility platform, revolutionizing urban transportation through smart, sustainable, and electric-first mobility solutions. With a rapidly growing fleet of tech-enabled electric two-wheelers and a robust battery-swapping infrastructure, Yulu makes last-mile commutes not only efficient but also planet-friendly.

Our IoT-driven platform and smart electric vehicles are helping cities reduce traffic congestion and carbon emissions while empowering millions with affordable and reliable transportation.

Backed by industry giants like Bajaj Auto and Magna International, Yulu operates at the intersection of mobility, technology, and sustainability. Our mission is to reduce congestion, cut emissions, and transform how India moves — one ride at a time.

With millions of rides completed, thousands of EVs on the road, and a rapidly expanding footprint, we’re not just building EVs — we’re building the future of urban mobility in India.

Learn more: www.yulu.bike

Role Overview

We are looking for a agile and hands-on HR professional to lead Talent Acquisition and People Operations for our Mumbai operations. The ideal candidate will have 810 years of experience managing end-to-end recruitment and HR operations for a large blue-collar or frontline workforce, preferably in the automobile, electric vehicle (EV), two-wheeler, or mobility industry.

The role requires a strong understanding of ground-level workforce dynamics, high-volume hiring, employee lifecycle management, statutory compliance, payroll coordination, employee relations, and workforce retention.

The incumbent will partner closely with Operations leaders, City Heads, Cluster Heads, and other business stakeholders to ensure timely manpower deployment, smooth HR operations, improved employee experience, and effective workforce management.

Key Responsibilities

A. Talent Acquisition

Own end-to-end recruitment for blue-collar, frontline, and operational roles, including Workshop Technicians, Workshop In-charges, Fleet Operations Executives, Field Staff, Inventory and Warehouse Staff, Team Leaders, and other ground operations positions.

- High-Volume Talent Acquisition: Drive timely, quality hiring for frontline, technical, and non-technical roles across Mumbai and adjoining locations.
- Sourcing Strategy & Talent Pipeline: Build sustainable talent pipelines through local sourcing, employee referrals, ITIs, diploma institutes, recruitment partners and community networks, with a focus on automobile, EV and two-wheeler talent.
- Recruitment Excellence & Analytics: Drive recruitment efficiency through defined TATs, hiring fulfilment, sourcing productivity, offer-to-joining conversion and cost optimisation. • Hiring Quality & Retention: Improve joining ratios and reduce early attrition through effective candidate engagement, realistic job previews and structured pre-joining follow-ups.
- Vendor & Hiring Governance: Manage recruitment partners, apprenticeship programmes, background verification and hiring documentation to ensure quality, compliance and process adherence.

B. People Operations & Employee Lifecycle Management

- Employee Lifecycle Management: Oversee end-to-end employee lifecycle processes, including onboarding, confirmation, transfers,



employee movements and separations.
- HRMS & Data Governance: Maintain accurate employee records, organisational structures and HRMS data while driving system adoption and process automation.
- Benefits & Employee Welfare: Ensure timely statutory registrations, insurance enrolment, employee benefits and welfare-related processes.
- HR Policies & Process Excellence: Drive consistent implementation of HR policies, SOPs, and employee communication across the frontline workforce.
- Audit Readiness & Reporting: Maintain compliant employee documentation and records, ensuring data accuracy, audit readiness, and timely management reporting.

C. Employee Relations & Frontline Workforce Management

- Frontline HR Business Partnership: Act as the primary HR partner to frontline employees and Operations leaders, ensuring effective workforce management and timely resolution of people-related issues.
- Employee Relations & Grievance Management: Manage employee grievances, misconduct, absenteeism, unauthorised absence, and disciplinary matters in line with company policies and applicable laws.
- Performance & Disciplinary Management: Drive structured PIPs, Corrective Action Plans, warning processes, employee counselling and separation decisions with consistency and procedural fairness.
- Engagement & Workforce Productivity: Implement initiatives to strengthen employee engagement, attendance discipline, workplace behaviour and frontline productivity. • Attrition & Retention Management: Monitor workforce attrition, particularly early-tenure exits, analyse root causes and implement targeted retention interventions.
- Employee Case Management: Handle sensitive employee matters, exit discussions and escalations with confidentiality, sound judgement and appropriate documentation.

D. Statutory Compliance & HR Governance

- Labour Law & Statutory Compliance: Ensure adherence to applicable labour laws, statutory regulations and company policies across operational locations.
- Statutory Benefits & Payroll Compliance: Oversee compliance related to EPF, ESIC, professional tax, gratuity, bonus, minimum wages, working hours, overtime and leave. • Compliance Coordination: Partner with Payroll, Finance, external consultants, and auditors to ensure timely statutory filings, registrations, and documentation.
- Audit & Documentation Management: Maintain accurate, audit-ready employee and statutory records, ensuring timely closure of audit observations.
- Risk Mitigation & Escalation: Identify compliance gaps, address deviations, and escalate potential employment risks appropriately.
- Policy Implementation & Communication: Drive implementation of HR policies and statutory changes, ensuring clear communication and consistent adherence across frontline operations.

E. Employee Engagement, Retention & Capability Building

- Employee Engagement & Welfare:



Drive frontline engagement, recognition, welfare and retention initiatives to enhance employee experience.
- Induction & Capability Building: Coordinate employee induction, safety awareness, policy communication and role-specific training with Operations and L&D.;
- Skill Development & Retention: Identify workforce capability gaps and implement initiatives to strengthen skills, productivity and retention.
- Talent Community Development: Leverage employee referrals, rehire pipelines and local talent networks to improve hiring efficiency and workforce stability.
- Frontline Communication: Ensure clear, accessible and multilingual employee communication across the operational workforce.
- Programme Effectiveness: Measure the impact of engagement and retention initiatives through participation, employee feedback, attrition, and other relevant metrics.

Desired Candidate Profile

- 8 -10 years of progressive HR experience, with meaningful exposure to both Talent Acquisition and People Operations.
- Demonstrated experience managing a predominantly blue-collar, frontline or field-based workforce.
- Prior experience in the automobile, EV, two-wheeler, automotive service, mobility, or related operational industries will be strongly preferred.
- Experience hiring technical and frontline talent, particularly technicians, mechanics, workshop staff, fleet operations personnel, and other operational roles.
- Solid understanding of high-volume recruitment, local sourcing strategies, manpower planning and recruitment vendor management.
- Practical experience in employee lifecycle management, attendance and payroll coordination, employee relations, and statutory compliance.
- Ability to work closely with business and operations teams in a fast-paced, target-driven environment.
- Strong problem-solving, stakeholder management, analytical and execution capabilities. • Comfortable working with HRMS platforms, recruitment systems, spreadsheets and HR dashboards.
- Willingness to travel across operational sites within Mumbai and nearby locations as required.

Language Requirements Mandatory: Marathi, Hindi and English.

- Marathi: Ability to communicate effectively with local frontline employees, candidates and operational stakeholders.
- Hindi: Ability to manage employee conversations, recruitment discussions and workforce communication.
- English: Ability to prepare reports, draft formal communications, manage documentation and interact with senior stakeholders.

Education and Competencies

- Strong ownership, accountability and execution orientation.
- Excellent communication, interpersonal and stakeholder management skills. • Sound judgement, empathy and practical understanding of blue-collar employee relations. • Strong analytical, problem-solving and decision-making skills.
- Ability to manage competing priorities while maintaining process discipline and governance. • Graduate in HR, Business Administration or a related field; MBA/PGDM in HR preferred.

Please note:

- This job requires frequent and periodic late-night field visits, as Yulu is a 24*7 ongoing process
- Male candidates are preferred due to safety and compliance
- Immediate joiners will be given priority, or max 30 days' notice

📌 Assistant Manager - Talent Acquisition & People Operations (Mumbai)
🏢 Yulu Bikes
📍 Mumbai