What You’ll Do Talent acquisition
• Own end-to-end hiring for creative, performance, technology, and support roles, from requisition to offer and onboarding.
• Work with function leads to define role scope, interview panels, and assessment criteria.
• Build a sourcing pipeline across job boards, referrals, and creative and tech communities, and track time-to-hire and offer acceptance. Employee lifecycle and HR operations
• Manage onboarding, probation reviews, confirmations, and offboarding, including exit interviews and knowledge handover.
• Maintain accurate employee records and ensure compliance with Indian labour law (Shops and Establishments, POSH, PF/ESI, gratuity, and statutory filings), working with external payroll and legal advisers.
• Administer leave and attendance policies and benefits, and serve as the first point of contact for employee queries. Performance and people development
• Run the performance review cycle, calibration sessions, and performance improvement processes with managers.
• Coach team leads on feedback, difficult conversations, and career progression.
• Design and run learning and development programmes tied to real skill gaps in client-facing and specialist work. Employee relations and culture
• Handle grievances, conflict, and disciplinary matters fairly, documenting outcomes and escalating where needed.
• Track engagement and attrition, identify patterns, and recommend interventions.




• Shape and run culture initiatives, recognition programmes, and internal communications that reflect how the company actually works. Policy and governance
• Draft and update the employee handbook and HR policies, keeping them practical and consistent across locations.
• Partner with leadership on decision-making frameworks, including who owns which people decisions and when they escalate. Compensation and workforce planning (shared with leadership)
• Support annual compensation reviews with market benchmarking.
• Help forecast headcount needs against revenue and client demand. What We’re Looking For Must have
• 4 to 5 years of HR experience, with at least 2 in an HR business partner role, ideally in a creative, media, or marketing setting.
• Hands-on experience across recruitment, employee relations, and HR operations, not just one of them.
• Working knowledge of Indian labour laws and statutory compliance.
• Strong judgment in sensitive situations, with the discretion to keep confidences and the willingness to escalate when needed.
• Comfort with data: you can build a simple tracker or dashboard in Excel or Sheets and use it to make decisions.
• Clear written and verbal communication. Nice to have
• Familiarity with HRIS or payroll tools and a willingness to improve how we use them.
• Experience building performance or L&D; frameworks from scratch.

📌 HR Executive (Bengaluru)
🏢 Asylum
📍 Bengaluru