Competency:

Dashboard Building, Recruitment, HRMS Administration, HR Documentation,Statutory Compliance LiteracyJob Mode:

Onsite:

ROLE PURPOSE

RightWalk Foundation (RWF) is dedicated to addressing poverty and inequality by activating transformative social policies end to end, focusing on Policy Advocacy, System Design, Capacity Building and Efficient Delivery in partnership with System Leadership, Lawmakers and Communities. Our motto is “Championing Policies, Empowering

People” — and the People & Culture function exists to make sure that promise holds true inside RWF as much as it does in our programs.

The Senior Executive/Assistant Manager – People & Culture owns the day-to-day running of the employee lifecycle —

recruitment, onboarding, HRMS, employee engagement, and records — for RWF. This is an operations- and execution heavy individual-contributor role, not a strategic HR role: the value this person adds is in running processes end-to-end,

precisely and on time, spotting gaps before they become problems, and closing the loop without needing to be chased.

The Senior Manager – People & Culture sets the direction and policy; this role owns making it real on the ground, with real accountability for execution quality from day one.

KEY RESPONSIBILITIES

- Recruitment & Onboarding
- Own end-to-end recruitment coordination — sourcing, interview scheduling, and candidate communication —

keeping pipelines moving without needing to be chased.

- Own onboarding and orientation for new joiners, ensuring every new hire has a smooth, well-documented first experience.
- Own and keep job descriptions and recruitment trackers current, flagging gaps to the Senior Manager –

People & Culture for guidance where judgment calls are needed.

- HRMS & Records Management
- Own day-to-day HRMS accuracy — attendance, leave, employee data — with zero-defect as the standard, not the aspiration.
- Own employee files and records, both electronic and paper, ensuring completeness and confidentiality at all times.
- Proactively identify and resolve data discrepancies before they affect payroll or reporting,



seeking guidance on edge cases rather than escalating routine fixes.
- Employee Support
- Own first-line resolution of employee HR queries, bringing only genuinely complex or sensitive matters to the

Senior Manager – People & Culture for guidance.

- Execute the rollout of HR programs and policies set by the Senior Manager – People & Culture —

communications, documentation, and follow-through to ensure consistent adoption across teams.

- Employee Engagement
- Own the execution of the employee engagement calendar — organising team-building initiatives, celebrations,

and culture-building activities end-to-end.

- Run internal HR communications that keep employees informed and connected to organisational updates and milestones.
- Run regular pulse-checks or informal feedback loops to gauge employee sentiment, and report early signals to the Senior Manager – People & Culture rather than waiting for a formal survey cycle.
- Implement approved engagement initiatives — perks, recognition moments, small process fixes — and flag ideas for bigger interventions to the Senior Manager – People & Culture.
- Reporting, Data & Compliance
- Own the collection and organisation of HR metrics, and build periodic reports/dashboards proactively — not only when asked.
- Own coordination with the Finance team on labour-regulation compliance tracking, looping in the Senior

Manager – People & Culture for guidance on interpretation.

- Own the preparation of documentation for audits, reviews, or leadership requests as needed.

WHAT THIS ROLE DOES NOT DO

- Does not set OD/L&D; strategy or HR policy from scratch — this role owns execution and gives the Senior





Manager – People & Culture the ground-level input that shapes those decisions.

- Exits/separations and sensitive employee-relations cases are decided jointly with the Senior Manager – People &

Culture, given their organisation-wide implications — this role owns the process and documentation for these end to-end.

- Does not manage a team — this is an individual-contributor role at this stage, with ownership over process rather than people.

CANDIDATE PROFILE

- Education: Postgraduate degree in Human Resource Management, or a related field.
- Experience: 3–6 years of experience in HR, ideally spanning recruitment, onboarding, HRMS/records management, and employee engagement.
- Prior experience working in the development or non-profit sector is required.
- Integrity and honesty — non-negotiable, given the confidentiality this role handles.
- Strong ability to maintain confidentiality and handle sensitive information with discretion.
- Good working knowledge of MS Office and comfort building simple data trackers/dashboards.
- Clear written and verbal communication, with the interpersonal skills to work across teams and levels.
- Well organised and detail-oriented, able to manage multiple ongoing HR processes accurately and on time — this role rewards operational rigour more than strategic vision.
- Comfortable owning outcomes with limited day-to-day supervision, in a small-team setting where resourcefulness matters.
- Fluency in English required; working proficiency in a local language is an advantage.

COMPENSATION

We offer a competitive salary package at par with the development sector, a supportive work setting, and the opportunity to build a strong HR generalist foundation within a mission-driven organisation.

RWF is an equal opportunity employer with social inclusion as a core value. We do not discriminate on the basis of gender, sexual orientation, caste, colour, creed, religious beliefs, appearance, or socio-economic background, and we actively encourage diversity in the workplaceDepartment:

Admin & HR Department

📌 Senior Executive -Assistant Manager - People & Culture (Delhi)
🏢 RightWalk Foundation
📍 Delhi