Location: Surat head office with regular visits to all Oneiros locations.

Employment: Full time and on site. Planned flexibility for branch visits, shift teams and urgent people matters.

Reports to: Founder and Director.

Coverage: All Oneiros clubs, cafés, head-office teams and future branches.

Role purpose

We are looking for an experienced, hands-on HR leader to manage the complete employee lifecycle across Oneiros. You will build reliable people systems, recruit and retain capable teams, support managers, resolve employee concerns fairly and maintain accurate HR records. The role is accountable for consistent HR practices across locations and for reducing routine people escalations to the Director.

Key responsibilities

1 Workforce planning and organisation structure

Maintain branch-wise manpower plans, approved headcount, people budgets, organisation charts and clear reporting lines. Plan staffing and recruitment for new openings.

Prepare job descriptions and responsibility matrices with department heads. Track vacancies, absenteeism, overtime, staffing gaps and succession needs.

2 Recruitment and selection

Manage sourcing, screening, structured interviews, role assessments, reference checks and offers within approved budgets. Build candidate pipelines for recurring and critical roles.

Recruit across coaching and fitness, membership sales, front desk, club operations, cafés, housekeeping, maintenance, security and support functions. Assess behaviour and service attitude alongside skills.

3 Joining and employee records

Manage appointment documentation, joining checklists, employee files, induction, probation reviews, confirmations, transfers and promotions. Verify role-relevant qualifications and certifications.

Ensure each employee understands their reporting manager, duties, performance expectations, workplace conduct and member-service standards from joining.

People operations and employee development

4 Attendance payroll and benefits

Own attendance and leave controls, reconcile roster and biometric exceptions, and prepare accurate payroll inputs and incentive calculations supported by approved records.

Coordinate payroll verification and payment with Finance. Track benefits, advances, deductions, reimbursements and final settlements under approved policies and applicable requirements.





5 Performance management and manager accountability

Define role-wise KRAs and KPIs with managers, run probation and performance reviews, and track agreed improvement plans, recognition, promotions and succession development.

Coach managers on respectful communication, feedback, delegation and fair decisions. Address recurring behaviour concerns and conflicts between branch leaders, coaches and other teams.

6 Training and service standards

Run induction, training calendars and competency checks with department experts. Cover member interaction, service recovery, sales ethics, workplace conduct and safety responsibilities.

Track training completion and practical application. Help managers develop strong performers and prepare employees for future responsibilities.

7 Employee relations welfare and retention

Provide accessible, confidential grievance channels; document concerns, investigate impartially within assigned authority and track actions to closure. Escalate serious matters promptly.

Conduct employee check-ins, stay interviews and exit interviews. Address recurring reasons for attrition and support engagement, recognition and fair treatment across roles and branches.

8 Policies discipline and compliance coordination

Create and implement approved HR policies and SOPs. Coordinate employment compliance, benefits documentation, workplace safeguards and relevant contractor records with Finance and qualified advisers.

Manage documented disciplinary processes with a fair prospect to respond. Route formal harassment complaints through the designated process and appropriate committee; maintain confidentiality and records.

9 HR systems reporting and exits

Maintain the HRMS and one accurate employee database with controlled access. Lead assigned HR staff and branch coordinators, and present weekly priorities and a monthly people dashboard.

Manage resignations, exit feedback, handovers, asset clearance, access-removal coordination, final-settlement inputs and replacements.



Audit completion of employee lifecycle checklists.

Candidate profile and performance expectations

Required experience and capabilities

8 to 12 years of HR experience, including at least 3 years independently leading HR across multiple locations or departments. Strong experience in recruitment, payroll controls and employee relations is essential.

Experience in hospitality, sports clubs, fitness, retail or another service business with shift teams is preferred. An MBA or postgraduate qualification in HR is preferred; demonstrated capability is essential.

Professional communication in Gujarati, Hindi and English; sound Excel and HRMS skills; discretion with sensitive information; and the ability to hold managers accountable respectfully.

Working relationships and authority

HR owns people processes, records and policy consistency. Club Heads and department heads retain daily operational responsibility, including rosters, task allocation and technical coaching standards. HR reviews staffing and people issues with them. Branch HR coordinators, where appointed, report functionally to head-office HR.

The role manages routine HR decisions within delegated authority. Headcount changes, salary revisions, policy exceptions, exceptional incentives and termination decisions require designated management approval. Finance verifies payroll and releases approved payments. Employees must have a confidential route to the Director for concerns involving senior managers.

Expected outcomes in the first 90 days

Days 1 to 30: Complete a branch-wise people audit, employee-record review, vacancy assessment and payroll-control review. Present priority risks and a practical action plan.

Days 31 to 60: Obtain approval for reporting lines, manpower priorities, standard JDs, HR policies and employee lifecycle checklists. Establish the HRMS baseline and review calendar.

Days 61 to 90: Implement the agreed controls, hiring pipeline, manager reviews and training plan. Present the first monthly people dashboard with owners and dates for unresolved actions.

Compensation will be discussed based on experience and role fit. Please share your CV, current and expected compensation, notice period and a brief example of an HR system you have independently implemented.

📌 Senior Manager HR and People Operations (Surat)
🏢 ONEIROS The Sports Club
📍 Surat