Product Manager — HR Tech & People Operations

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