Workforce Operations Lead

Role & responsibilities

• Manage end-to-end onboarding of new contractors documentation, background verification, agreement execution, and system setup

• Track contract renewals, PO extensions, and work order expiries proactively

• Own offboarding exit clearances, document closure, and handover to Finance

• Be the primary point of contact for contractors on documentation, pay queries, and compliance matters

Contractor Engagement and Retention

• Build relationships with active contractors — not just transactionally, but genuinely

• Run regular check-ins to understand contractor sentiment, concerns, and satisfaction

• Act as the first escalation point when contractors have issues with pay timelines, documentation, or client-side friction

• Work with Finance to ensure payouts are timely — because nothing damages contractor trust faster than a delayed payment

• Track contractor attrition reasons and flag patterns early to the Commercial Head

• Over time, create a contractor experience that makes people want to come back to us for their next engagement

Client and Statutory Compliance

• Maintain compliance for each active contractor — PF, insurance, statutory requirements

• Manage client-specific compliance requirements including audit documentation, insurance certificates, and vendor registration formalities

• Maintain a compliance calendar per client and flag risks before they become problems

Contract and PO Tracking

• Maintain a live tracker of all active contractor engagements — billing status, contract term, BGV stage, and renewal timelines

• Coordinate with the Commercial Head on pricing, contract terms, and client PO alignment

• Flag revenue leakage risks early — expired POs, billing mismatches, unrenewed agreements

Vendor and Subcontractor Documentation

• Own empanelment documentation for subvendors and staffing partners

• Ensure all subcontractor agreements are in place, current, and compliant before deployment

MIS and Reporting

• Publish a monthly OSS ops dashboard covering active headcount, BGV status, compliance health, and contract expiries

• Track contractor attrition and conversion trends and share insights with the Commercial Head

Preferred candidate profile

• 4 to 7 years of experience in staffing operations, HR operations, or workforce compliance — preferably in a staffing or IT services firm

• Hands-on experience managing contractor lifecycles, BGV processes, and statutory compliance (PF, ESI, professional tax)

• Maturity to engage with contractors at a personal level — someone who can have a difficult conversation calmly, resolve concerns without escalating them, and build long-term trust

• Strong with documentation and process — you notice what is missing before someone else does

• Comfortable with Excel or Google Sheets; experience with any ATS, HRMS, or contractor management tool is a plus

• Clear communicator — with contractors, clients, Finance, and leadership

• Someone who takes ownership and follows through without being chased