Overview TekWissen Group is a workforce management provider throughout India and many other countries in the world.

**Position: HR Manager – U.S. Operations

Location: Bengaluru / Visakhapatnam

Work Mode: Onsite (5 days)

Shift Timings: 1:30 PM – 10:30 PM** Experience: 10+ Years Position Summary

- The HR Manager – U.S. Operations will manage and execute key HR operational activities supporting the company's U.S. corporate employees and contingent workforce.
- The role will serve as a centralized HR operations function from India, with responsibility for employee administration, HRIS accuracy, advantages coordination, payroll support, workforce compliance, contingent-worker lifecycle management, audits, reporting, and employee support.
- The position will work closely with U.S.

HR leadership, Payroll, Finance, Recruitment, Account Management, Benefits providers, and other internal teams.

- Matters requiring U.S. legal interpretation, sensitive employee-relations decisions, investigations, or executive approval will be escalated appropriately.
- HRIS & Employee Data Management
- Own day-to-day administration and accuracy of U.S. employee information within the HRIS.

- Maintain employee master data, including job title, department, supervisor, work location, employment classification, start date, termination date, and employment status.
- Process approved compensation and pay-rate changes.
- Maintain employee personal-information changes, emergency contacts, employment documents, and personnel files.

- Process employee transfers, promotions, reporting-line changes, and other employment-status changes.
- Conduct routine HRIS audits to identify missing, inaccurate, or inconsistent employee information.
- Identify incorrect employee classifications, reporting relationships, locations, and employment statuses.

- Maintain appropriate documentation supporting all HRIS changes.
- Produce recurring employee and workforce reports for U.S. HR and management.
- Employee Onboarding (HQ EE)
- Coordinate the HR portion of onboarding for U.S. corporate employees and contingent workers.

- Ensure required onboarding documentation is collected and completed.
- Track completion of employment forms, policy acknowledgments, background checks, drug screens, and client-specific requirements.
- Coordinate employee setup between HRIS, Payroll, Benefits, Recruitment, and Account Management.

- Track outstanding onboarding items and proactively follow up with employees and internal stakeholders.
- Maintain an onboarding audit checklist for every employee.
- Confirm onboarding audit completion before closing the employee's onboarding file.

- Maintain documentation required for client and internal compliance audits.
- Coordinate advantages eligibility notifications for newly eligible employees.
- Contingent Workforce HR Administration Manage the HR lifecycle of U.S. contingent employees assigned to client locations, including:

- Assignment onboarding.
- Assignment extensions and renewals.
- Assignment changes.
- Client/site transfers.
- Approved pay-rate changes.
- Shift changes.
- Employment-status changes.

- Attendance documentation.
- Client holiday-calendar administration.
- PTO inquiries.
- Benefits inquiries.
- Assignment-ending communications.
- Employee offboarding.

- Rehire processing.
- Employment verification.
- Unemployment documentation collection.
- Personnel-file maintenance.
- Employee HR inquiries and issue routing.

Partner with Recruitment and Account Management while maintaining clear separation between client/recruiting responsibilities and HR employment administration.
- Payroll HR Support & Pre-Payroll Auditing Serve as the HR operational partner to U.S. Payroll and Finance.

Responsibilities Include

- Provide accurate new-hire information to Payroll.
- Process approved employee changes and terminations.
- Validate PTO and other HR-related payroll inputs.
- Coordinate benefits deductions and employee-status changes.
- Route garnishment documentation to the appropriate Payroll resource.
- Maintain documentation supporting approved pay-rate changes.
- Research employee payroll discrepancies from the HR side.
- Coordinate retroactive adjustment requests.
- Escalate timesheet and payroll exceptions to the appropriate teams.
- Respond to routine employee payroll inquiries or route them appropriately.
- Maintain documentation and resolution status for payroll-related HR issues.





Pre-Payroll Rate Audit

- Conduct recurring audits to ensure alignment across:
- VMS/Client Assignment Rate → Employee Offer Letter → HRIS Pay Rate → Payroll Pay Rate
- Identify discrepancies before payroll processing whenever possible and immediately escalate exceptions for correction.
- Maintain an audit trail showing identified discrepancies, corrective actions, responsible owners, and resolution dates.
- Weekly Bare Hours & Workforce Exception Reporting
- Prepare and review the weekly Bare Hours Report.
- Identify employees with active assignments but missing or zero reported hours.
- Investigate whether missing hours relate to attendance, assignment status, timesheet issues, PTO, leave, assignment completion, or administrative errors.
- Coordinate with Account Management, Recruitment, Payroll, and employees to resolve exceptions.
- Track unresolved cases through closure.
- Identify recurring patterns by employee, client, account, or internal team.
- Escalate aging exceptions to HR leadership.

- Benefits Administration (Future)

Manage Routine U.S. Employee Benefits Administration, Including

- Benefits eligibility tracking.
- New-hire advantages eligibility notifications.
- Enrollment communications.
- Open-enrollment coordination.
- Routine employee benefits questions.
- Addition and removal of eligible dependents.
- Life-event documentation.
- Benefits carrier data reconciliation.
- Benefits deduction reconciliation with Payroll.
- 401(k) administrative support.
- HSA/FSA administrative support.
- COBRA event notification to the designated administrator.
- Employee termination notification to benefits carriers.
- Benefits invoice reconciliation support.
- Employee benefits communications.
- Maintenance of benefits-related employee records.

Escalate complex ERISA, ACA, COBRA, benefits disputes, or legal interpretations to designated U.S. HR leadership, benefits advisors, or counsel.
- Attendance, PTO & Leave Administration
- Maintain employee PTO records.
- Monitor and reconcile attendance information.
- Review PTO requests against applicable company policies.
- Maintain employee leave records.
- Track employee absences and return-to-work dates.
- Coordinate routine leave administration.
- Ensure Payroll receives appropriate approved leave/PTO information.
- Maintain supporting leave documentation.
- Escalate FMLA, ADA, state-specific leave, accommodation, and other complex cases to designated U.S. HR resources.
- OPT & Work Authorization Audits
- Conduct recurring OPT and work-authorization audits.
- Maintain accurate work-authorization expiration information.
- Track upcoming expiration dates and required employee follow-ups.
- Maintain supporting documentation within appropriate employee records.
- Generate advance expiration reports.
- Follow up with employees for updated documentation as permitted by company procedures.
- Escalate potential employment-authorization issues before expiration.
- Support internal I-9 and work-authorization compliance audits.

Any immigration or employment-eligibility determination requiring legal interpretation will be escalated to designated U.S. HR leadership or immigration counsel.
- Workers' Compensation Coding & Administration
- Maintain workers' compensation classification/code information for employees and assignments.
- Review employee and assignment information for appropriate workers' compensation coding based on established company procedures.
- Coordinate corrections with Payroll, Finance, insurance brokers, or other responsible parties.
- Maintain supporting records for workers' compensation classifications.
- Assist with workers' compensation audits.
- Support incident-report administration and documentation.
- Track open workers' compensation administrative matters.
- Escalate disputed classifications, claims, significant incidents, or legal questions to appropriate U.S. resources.
- Employee Offboarding Manage the administrative offboarding process for U.S. corporate and contingent employees, including:




- Process approved terminations and assignment completions.
- Update HRIS employment status.
- Notify Payroll and Benefits.
- Coordinate benefits termination.
- Initiate appropriate COBRA notification workflow.
- Coordinate IT/system-access removal.
- Coordinate company equipment return.
- Track final timesheets.
- Maintain separation documentation.
- Complete personnel-file closure.
- Maintain rehire eligibility status based on approved direction.
- Coordinate employment-verification records.
- Ensure all required offboarding steps are completed and documented.
- HR Compliance Audits

Establish Recurring HR Operational Audits Covering

- Employee records.
- Personnel-file completeness.
- HRIS accuracy.
- Onboarding completion.
- Work authorization.
- OPT expiration.
- Background-check completion.
- Advantages eligibility.
- Employee classifications.
- Workers' compensation codes.
- Pay-rate accuracy.
- Assignment status.
- PTO/attendance records.
- Offboarding completion.
- Required employee acknowledgments.

Maintain an exception report identifying issue, employee/client, date identified, responsible owner, corrective action, target completion date, and closure date.
- HR Reporting & Management Dashboard

Prepare Weekly And Monthly U.S. HR Operational Reporting, Including

- Active corporate employee headcount.
- Active contingent employee headcount.
- New hires.
- Terminations.
- Assignment starts and endings.
- Turnover.
- Benefits eligibility.
- Benefits enrollment.
- PTO/attendance exceptions.
- Bare-hours exceptions.
- OPT/work-authorization expirations.
- Onboarding exceptions.
- Offboarding exceptions.
- Workers' compensation coding exceptions.
- Payroll/pay-rate discrepancies.
- HRIS data-quality exceptions.
- Open employee HR issues.

Highlight aging issues, compliance risks, recurring operational problems, and items requiring U.S. leadership intervention.
- Recruitment Coordination – U.S. Corporate/HQ Hiring As required, support future U.S. corporate and HQ hiring by:
- Posting approved positions.
- Coordinating candidate sourcing.
- Conducting initial resume screening against approved criteria.
- Scheduling interviews.
- Coordinating candidate communication.
- Maintaining interview status and recruiting records.
- Supporting offer-document preparation following management approval.
- Transitioning successful candidates into the onboarding process.

Final hiring and compensation decisions remain with the designated hiring manager and leadership.
- Employee HR Help Desk Serve as a primary HR operations contact for routine U.S. employee questions involving:
- Benefits.
- PTO.
- Attendance.
- Payroll coordination.
- HRIS information.
- Employment verification.
- Assignment status.
- HR policies.
- Employee records.
- Onboarding.
- Offboarding.

Resolve routine administrative matters directly and escalate employee-relations, legal, compliance, or sensitive employment matters according to the established escalation matrix. Key Accountability of the Role

- The HR Manager – U.S. Operations is expected to create a disciplined, auditable HR operating environment in which employee transactions are completed accurately and on time.
- The role should operate under three core principles:
- Accuracy: HRIS, payroll, VMS, assignment, benefits, and employee records must remain synchronized.
- Compliance: Every employee should have complete and auditable onboarding, employment, work-authorization, benefits, and offboarding records.
- Ownership: HR operational issues should be tracked from identification through resolution rather than simply being forwarded to another department.
- The position will serve as the operational control point connecting Employee → HRIS → VMS/Client Assignment → Benefits → Payroll → Compliance → Offboarding for the U.S. workforce.
- For this hire, I would also build the performance expectations around specific SLAs/KPIs rather than a conventional HR Manager —for example, 100% onboarding audit completion, zero unexplained VMS-to-payroll rate mismatches, work-authorization alerts 90/60/30 days before expiration, weekly bare-hours closure, benefits reconciliation accuracy, and defined turnaround times for employee requests. That would make the India position an accountable U.S. HR Operations Manager, rather than primarily an administrative HR role

TekWissen® Group is an equal opportunity employer supporting workforce diversity.

📌 HR Manager - U.S. Operations (Bengaluru)
🏢 Tekwissen India
📍 Bengaluru