Arivu Educational Consultants Private Limited (ArivuPro Academy)
HR Generalist
Be an Early Applicant
Owns end-to-end people operations, including recruiting, onboarding, payroll, statutory compliance, compensation, performance management, learning and development, employee relations, policies, and engagement. The role also manages business operations such as internal systems, process improvement, vendors, contracts, compliance, reporting, workforce planning, and cross-functional programs. Partners closely with founders and leadership and builds the HR and Operations function as the company grows.
A. People Operations
Talent acquisition
●Own end-to-end recruitment: job descriptions, postings, sourcing, screening, selection,
offer negotiation, and closure.
●Build sourcing channels, referral programs, and pipelines for recurring roles.
●Design the hiring process itself — scorecards, structured rounds, panel training for
founders and managers.
●Track hiring metrics: time-to-fill, cost-per-hire, offer acceptance, source effectiveness,
funnel drop-off.
●Own employer branding and candidate experience.
Employee lifecycle
●Run onboarding end to end: offer rollout, document verification, background checks, induction, and first-week experience.
●Own employee master data and HRIS integrity (Zoho People / Zoho Payroll or equivalent).
●Manage confirmations, probation reviews, internal movements, exits, full and final
settlement, and exit interviews.
●Analyze attrition patterns and surface retention risks to leadership.
Payroll and statutory compliance
●Own end-to-end monthly payroll: new joiners, exits, salary revisions, arrears, incentives,
deductions, and variable pay.
●Ensure statutory compliance and timely filings across PF, ESI, Professional Tax, TDS,
Gratuity, Bonus, Shops & Establishments, and LWF.
●Own year-end tax workings, investment proof verification, and Form 16 issuance.
●Support internal, statutory, and investor-led audits with reconciliations and documentation.
Compensation and benefits
●Conduct salary benchmarking and recommend pay bands, structures, and corrections.
●Administer increment cycles, bonus and incentive plans, and benefits including group insurance and leave policy.
●Support ESOP administration: grants, vesting, record-keeping, and employee communication, with Finance and legal counsel.
●Partner with Finance on headcount cost, payroll reconciliation, and workforce budgeting.
Performance management
●Administer the quarterly appraisal cycle including self, peer, and manager review protocols.
●Own and evolve the Performance Appraisal Scorecard framework, including rating calibration and normalization.
●Roll out and maintain goal-setting frameworks (OKRs / KRAs) and link them to review outcomes.
●Translate appraisal outcomes into promotion, increment, reward, and recognition decisions with leadership.
●Publish cycle analytics: rating distribution, completion rates, performance trends by team.
Learning and development
●Build a training needs analysis from appraisal data at individual and team level.
●Own training programs with internal and external facilitators, and measure post-training
impact.
●Build individual development plans, manager capability programs, and career paths for high-potential employees.
Employee relations
●Handle grievances, conflicts, and escalations with fairness, confidentiality, and speed.
●Conduct investigations and administer the disciplinary process including warnings, PIPs,
and terminations, with proper documentation.
●Act as POSH committee coordinator and maintain compliance with related obligations.
Policy, culture, and engagement
●Draft and roll out HR policies, SOPs, and the employee handbook in partnership with
founders and the Board.
●Track employment and labour legislation and assess the impact of changes on company
practice.
●Own town halls, engagement programs, offsites, and internal communication.
●Run engagement and pulse surveys, analyze results, and drive action plans.
B. Business Operations
Process, systems, and internal tooling
●Design, document, and continuously improve internal processes and SOPs across
functions.
●Own the internal tool stack (HRIS, ticketing, project management, communication,
document management) — selection, implementation, adoption, and integration.
●Build dashboards and MIS reporting for leadership on headcount, hiring, attrition, spend,
and operational KPIs.
●Identify manual, repetitive work and automate or eliminate it.
Vendor and contract ownership
●Evaluate, negotiate, and onboard vendors across IT, software, recruitment, insurance, and
professional services.
●Own contracts, renewals, SLAs, rate negotiations, and vendor performance reviews.
●Control operational spend against budget and consolidate the vendor base where possible.
Compliance, legal, and governance
●Maintain the contract repository: employment agreements, NDAs, consultant and vendor
contracts.
●Coordinate with external legal counsel on drafting, review, and disputes.
●Track company-level licenses, registrations, renewals, and regulatory obligations.
●Support ROC compliance, due-diligence requests, and audit readiness.
●Own IT access governance across the joiner–mover–leaver flow, including provisioning, de-provisioning, and device policy.
Leadership partnership
●Partner with founders on org design, headcount planning, and workforce budgeting.
●Act as the operational connective tissue across Sales, Delivery, Product, and Finance —
unblocking dependencies and running cross-team programs.
●Support board and investor reporting with people and operations data.
●Build and lead the HR and Ops team as the function grows, including hiring and mentoring.
●Own business continuity and crisis response for people-related incidents.
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