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 environment.
- Hands-on experience across recruitment, employee relations, and HR operations, not just one of them.
- Working knowledge of Indian labour laws and statutory compliance.
- Solid 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