Human Resource Manager

Role & responsibilities

1. Payroll & Salary Processing

• End-to-end monthly payroll processing in-house or via vendor management
• Accuracy, timeliness, and confidentiality as non-negotiables
• Managing salary revisions, Variable computations, full-and-final settlements, and off-cycle payments
• Coordination with Finance for provisioning and cost reporting

2. Statutory Compliance

• PF, ESI, PT, Gratuity, Bonus filings, renewals, and audits
• Shops & Establishments, Contract Labour, POSH compliance
• Keeping the firm updated on regulatory changes and ahead of deadlines
• Liaising with labour consultants and legal advisors as needed

3. Recruitment & Talent Acquisition

• Own the full hiring cycle from role brief to offer letter
• Build a sourcing strategy suited to a knowledge-sector firm: LinkedIn, referrals, campus, specialist consultants
• Manage hiring for research, analytics, client servicing, and support functions
• Build and maintain a pipeline for key roles; reduce time-to-fill and cost-per-hire over time
• Manage recruitment budgets and ensure all hiring activities are executed within approved cost limits.

4. Employee Engagement

• Design and run an annual engagement calendar meaningful touch points, not events for the sake of events
• Conduct stay interviews, pulse surveys, and exit interviews and act on what you hear
• Own the onboarding experience the first 90 days matter enormously in a firm like ours
• Be the go-to person employees trust to bring concerns to

5. Compensation & Benefits

• Manage the annual compensation review cycle in partnership with the MD
• Benchmark salaries against market MRSI / NASSCOM / consulting sector data
• Administer and periodically review the benefits portfolio health insurance, leave policy, flexi benefits
• Ensure internal pay equity and transparency where appropriate

6. Learning & Development

• Identify learning needs through performance conversations and business input
• Build a practical L&D calendar a mix of in-house, external, and digital interventions
• Own the induction and onboarding curriculum
• Support capability building specific to our domain: research methods, client skills, analytical thinking

7. Strategic HR

• Partner with the MD and leadership team on org design, team structuring, and headcount planning
• Build and track an HR dashboard attrition, hiring velocity, engagement scores, training hours
• Lead the performance management cycle goal-setting, mid-year reviews, annual appraisals
• Bring a point of view on culture, values, and what kind of employer Feedback Insights wants to be

8. Employer Branding

• Own how Feedback Insights is perceived as an employer — on LinkedIn, Glassdoor, and among campus networks
• Work with the leadership team to articulate and communicate our Employee Value Proposition (EVP)
• Ensure job postings, social presence, and candidate experience reflect who we are as a firm
• Build relationships with relevant institutions and communities to position Feedback Insights as an employer of choice for research and analytics talent in Bengaluru

Preferred candidate profile

• 10–14 years in HR, with the last 3–5 years in a generalist or HR business partner role
• Prior experience in a professional services, consulting, research, or knowledge-sector firm strongly preferred
• Experience managing HR independently or with a small team — comfortable being a generalist

Skills & Attributes

• Strong on the fundamentals — payroll and compliance must be second nature, not a stretch
• Equally comfortable in a conversation about culture or career paths as in a statutory filing deadline
• Organised and process-oriented — can build systems from scratch, not just maintain existing ones
• Mature communicator — trusted by employees and credible with leadership
• Bengaluru market knowledge — understands the talent landscape for research and analytics profiles

What Will Set You Apart

• You have worked in a firm where HR was a small function and you had to do everything
• You bring vendor relationships — payroll software, background verification, insurance, training providers
• You understand what it means to hire and retain knowledge workers, not just process headcount
• You have actively contributed to or built an employer brand in a previous role