Senior Manager – HR Operations

Role: Senior Manager – HR Operations

Role Context

Key Responsibilities

1. Core HR Operations & Lifecycle Ownership

• Own end-to-end employee lifecycle operations: onboarding, documentation, probation confirmation, transfers, exits, and offboarding.
• Ensure zero-defect execution across employee records, letters, contracts, and HR documentation.
• Be the single point owner for HR Ops SLAs across corporate and clinic teams.

2. Payroll, Compliance & Statutory Excellence

• Own monthly payroll operations end-to-end (inputs, audits, vendor coordination, closures).
• Strong hands-on ownership of statutory compliance including PF, ESI, PT, Gratuity, Shops & Establishment, CLRA (as applicable).
• Ensure audit readiness at all times (internal, statutory, due diligence).

3. HR Systems, Data & Process Design

• Own HRMS and related tools (implementation, optimisation, data integrity, reporting).
• Design, document and continuously improve HR SOPs, workflows and playbooks for scale.
• Build strong HR dashboards covering headcount, attrition, hiring, tenure, absenteeism, and productivity indicators.

4. Performance & People Programs (Execution Ownership)

• Own the operational execution of performance cycles (goal setup, reviews, ratings, increments).
• Support leadership in rolling out people programs with rigour, timelines and follow-through.
• Ensure flawless execution of engagement, feedback and culture initiatives from an ops lens.

5. Stakeholder Management

• Partner closely with Business, Clinic Ops, Finance and Leadership teams to ensure HR Ops enables business velocity.
• Act as a problem solver for managers—someone who doesn’t escalate prematurely but solves with data and judgement.
• Be a trusted go-to person for employees on HR process and policy matters.

6. Scale & Ownership Mindset

• Proactively identify gaps as the organisation scales and take ownership to fix them.
• Gradually expand ownership into adjacent people KPIs (attrition drivers, productivity hygiene, manager capability support).
• Be comfortable in ambiguity and build structure where none exists.

What We’re Looking For

Must-Have Experience

• 4–6 years of hands-on HR Operations experience in a startup or high-growth environment.
• Strong exposure to payroll, compliance and HRMS—this is non-negotiable.
• Experience working with large frontline / distributed teams is a strong plus.
• Proven ability to run HR Ops independently, not as a support-only role.

Skills & Capability

• High attention to detail + ability to zoom out and see system-level gaps.
• Strong execution mindset—gets things done with speed and accuracy.
• Comfort with data, reports, audits, and operational rigor.
• Clear communicator with the confidence to work with senior stakeholders.

Mindset Fit

• Ownership-oriented: thinks in terms of outcomes, not just tasks.
• Ambitious and hungry to grow into a larger people charter over time.
• Thrives in fast-paced, evolving environments.
• Balances empathy with firmness—people-first but business-aligned.

Why This Role is Different

• This is not a transactional HR Ops role.
• You will start with a strong functional core, but will be encouraged to own more KPIs, programs and impact areas as Dezy scales.
• High visibility with leadership and real opportunity to shape how HR Ops works in a growing organisation.