HR Manager

• Lead sales hiring personally. Own the enterprise and inside sales pipeline end to end, from role definition through offer.

• Validate every sales candidates performance claims: quota, attainment, territory, average deal size, sales cycle, and whether the numbers claimed were individually owned or team-carried. A quota attainment claim is a compensation claim in disguise and is verified to the same standard.

• Own end-to-end hiring for all manager-level and technical roles across India and Greece.

• Run every requisition through the AI Recruitment tool. Spreadsheets and email are not a pipeline.

• Build hiring infrastructure that removes the Chief Executive Officer from the recruitment process rather than routing more of it through him.

• Own the recruitment SOP, the assessment framework, and the interview scorecards for every role, including a sales-specific scorecard.

• Manage recruitment channels and vendors, and own the recruitment budget and cost per hire.

• Own cross-border hiring, including relocation, visa and immigration compliance.

• Own payroll input accuracy and timeliness for India, Greece and other group locations. Payroll input errors are the role holders, not the payroll vendors.

• Own Indian statutory compliance: Shops and Establishments, Provident Fund, ESI, Professional Tax, and the Code on Wages as applicable.

• Own Greek labour law compliance, including ERGANI submissions, employment contract registration and local employment documentation.

• Own employee data privacy compliance under GDPR for Greece and the Digital Personal Data Protection Act, 2023 for India.

• Own the HRIS and applicant tracking system: data accuracy, adoption, and the integrity of the employee record.

• Own contract management, leave management, and the full employee lifecycle from onboarding to exit.

• Own HR policy design and the employee handbook, and keep both current with the law in each jurisdiction.

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