Role Summary
Own the end-to-end HR and People experience, from candidate application and onboarding through employee lifecycle management and final settlement. This role is responsible for building and maintaining reliable, scalable, and user-friendly HR solutions that impact every employee across our customers.
A key focus area is payroll, where accuracy, reliability, and attention to detail are critical. Payroll directly impacts employees’ financial well-being, so this role requires a strong ownership mindset, rigorous execution, and a commitment to building systems that customers and employees can trust.
Product area owned
Hire
- ATS — requisitions, job posting, candidate pipeline, interview scheduling, scorecards, offer management
- Sourcing integrations — job boards, referrals, careers page
- Employee onboarding — document collection, verification, asset allocation, induction checklists, day-one readiness
Pay
- Payroll — salary structures, CTC breakup, earnings and deductions, pay runs, payslips
- Statutory compliance — PF, ESI, professional tax, TDS, gratuity, Form 16
- Reimbursements, flexible benefit plans, arrears and off-cycle payments
- Full and final settlement on exit
Time
- Attendance — biometric and app-based capture, shifts, rosters, overtime, regularisation
- Leave management — policies, accrual, carry-forward, encashment, approval workflows, holiday calendars
- Timesheets and project time tracking where relevant
Grow
- Performance management — goals, OKRs, KPIs, review cycles, 360 feedback, calibration
- Appraisal and increment workflows
- Competency frameworks and development plans
- Engagement surveys and pulse checks
Exit
- Resignation and clearance workflows
- Exit interviews, knowledge handover, asset recovery
- Relieving and experience letter generation
Background we're looking for
Must have built HR tech at a company that sells it.
- 4–8 years in product management, with at least 3 on an HR tech product
- Has shipped at least one of: payroll, attendance, or performance management — end to end
- Understands Indian statutory compliance well enough to reason about edge cases
- Has dealt with the reality that HR products are bought by HR but used by everyone, and those two groups want different things
- Comfortable with the audit, privacy and access-control demands of employee data
Nice to have
- Payroll specifically — the hardest and most defensible part of the surface
- Experience with biometric device integrations and their failure modes
- Multi-entity or multi-state payroll complexity
- Exposure to HR analytics and workforce planning
