Talent Acquisition & HR Operations 1. Position Details • Location: Delhi NCR, India • Employment Type: Full-Time • Position: Assistant Manager – HR • Experience: 5–15 Years • Department: Human Resources • Reporting To: Founder & CEO / Leadership Team • Travel: As required • Candidate Preference: Female candidates preferred • Future Team: HR Executives, Talent Acquisition Executives, Recruitment Coordinators & HR Interns Business Verticals • Detective Guru™ – Investigation, Verification & Intelligence Services • Detective Guru Academy™ – Professional Training, Certification & Skill Development • Detective Guru Publications™ – Books, Research Publications & Educational Resources • Detective Guru Franchise Network™ – National expansion through franchise operations 3. Role Overview This is a leadership-oriented HR position involving both strategic and operational responsibilities. The selected candidate will be responsible for: • Building and strengthening the HR function • Developing structured HR systems and processes • Managing end-to-end recruitment • Building high-performing teams • Managing the complete employee lifecycle • Supporting organisational culture and employee engagement • Implementing technology-driven HR practices • Supporting the company's expansion across India The role goes beyond routine recruitment or administration and provides an opportunity to build scalable HR systems for a growing organisation. 4. Mission of the Role The primary objective is to build, strengthen and scale the Human Resources function. Key focus areas include: • Talent acquisition • Workforce planning • HR operations • Employee onboarding • Performance management • Employee engagement • Learning & development • HR documentation and compliance • Exit management • HR technology and automation • Organisational culture development 5. Key Responsibilities A. Talent Acquisition & Workforce Planning • Understand manpower requirements with department heads. • Prepare annual and quarterly recruitment plans. • Develop manpower forecasting strategies. • Create and update professional Job Descriptions. • Build talent pipelines for current and future requirements. • Develop succession planning strategies. • Ensure timely recruitment without compromising candidate quality. • Maintain an organised candidate database. • Continuously improve recruitment processes and efficiency. B. Recruitment & Selection Manage the complete recruitment lifecycle, including: • Resume screening • Candidate shortlisting • Telephonic screening • HR interviews • Behavioural interviews • Interview coordination • Interview scheduling • Candidate evaluation • Salary negotiation • Reference verification • Offer rollout • Candidate follow-up • Joining coordination The candidate should evaluate applicants not only for technical capability but also for cultural alignment and long-term potential. C. Placement Agency & Recruitment Partner Management Develop and maintain relationships with: • Placement agencies • Executive search firms • Recruitment consultants • Staffing partners • Campus placement cells • Universities and colleges • Professional institutions • Industry associations Responsibilities • Share hiring requirements and JDs. • Coordinate recruitment timelines. • Coordinate interviews. • Evaluate agency-submitted candidates. • Track agency-wise hiring performance. • Negotiate commercial terms where required. • Develop a preferred recruitment vendor network. • Build partnerships for: • Internship hiring • Fresher recruitment • Leadership hiring D. Recruitment Platforms & Talent Sourcing Recruitment Platforms • LinkedIn Recruiter • Naukri Recruiter • Indeed • Foundit • Apna Jobs • Internshala Other Sourcing Channels • Placement agencies • Executive search firms • Employee referrals • Professional networking groups • Campus recruitment • Social media recruitment • Passive candidate sourcing • Internal talent database Key Objectives • Build strong talent pipelines. • Maintain candidate databases. • Source active and passive candidates. • Improve hiring quality. • Reduce recruitment turnaround time. E. Employer Branding The HR function will contribute to strengthening the organisation's image among prospective employees. Responsibilities include: • Manage recruitment branding. • Coordinate recruitment campaigns. • Work with the Marketing Team. • Improve candidate experience. • Maintain professional candidate communication. • Strengthen relationships with recruitment partners and educational institutions. 6. HR Operations Manage day-to-day HR operations, including: • Employee records • Personnel files • Attendance • Leave management • HRMIS updates • Payroll coordination • Employee documentation • Policy implementation • Compliance support • Confidential HR records Accuracy, confidentiality and professionalism are expected at all times. 7. Employee Onboarding & Induction Manage the complete onboarding process: • Offer acceptance • Joining formalities • Document verification • Employment agreements • NDA execution • Welcome kit coordination • Employee orientation • Department introduction • Training coordination • Probation monitoring • Confirmation process The onboarding process should ensure employees understand the organisation's: • Values • Systems • Expectations • Processes • Responsibilities 8. Performance Management Support a performance-driven culture through: • KPI & KRA coordination • Performance reviews • Probation reviews • Confirmation recommendations • Increment process coordination • Promotion recommendations • Performance Improvement Plans (PIP) • Rewards and recognition support The objective is to encourage: • Measurable performance • Accountability • Employee development • Continuous improvement 9. Learning & Development Responsibilities include: • Identify training requirements. • Coordinate internal and external training. • Support AI adoption across departments. • Maintain training records. • Develop learning calendars. • Coordinate onboarding training. • Encourage continuous professional development. 10. Employee Engagement & Culture Build a professional and positive workplace culture through: • Employee engagement activities • Internal communication • Recognition programmes • Employee feedback • Team-building initiatives • HR surveys • Workplace culture initiatives The desired culture should promote: • Professionalism • Respect • Ownership • Accountability • Continuous learning 11. HR Documentation & Compliance Maintain accurate and confidential HR documentation, including: • Offer letters • Appointment letters • Employment agreements • NDAs • Employee handbook acknowledgements • Confirmation letters • Promotion letters • Salary revision letters • Warning letters • Appreciation letters • Experience letters • Relieving letters • Exit documentation 12. Exit Management Manage employee exits professionally: • Resignation handling • Exit interviews • Full & final coordination • Asset recovery • Knowledge transfer • Experience and relieving letters • Employee feedback analysis 13. Franchise HR Support Support HR activities across the franchise network: • Conduct online HR interviews. • Assist franchise partners with recruitment planning. • Support franchise employee onboarding. • Develop HR processes for franchise operations. • Maintain HR standards across the franchise network. 14. Regional Office HR Support Support HR operations and recruitment for planned regional offices: • Delhi NCR – Head Office • Mumbai – West India • Bengaluru – South India • Kolkata – East India The candidate should be willing to travel when required for: • Interviews • Recruitment drives • Onboarding • HR operations • Regional HR support 15. Team Leadership & Development As the organisation grows, the selected candidate will help build and lead the HR team. Future Team Structure • HR Executives • Talent Acquisition Executives • Recruitment Coordinators • HR Interns Leadership Responsibilities • Delegate responsibilities. • Coach and mentor team members. • Monitor recruitment quality. • Review HR performance metrics. • Build scalable HR systems. • Promote ownership and professionalism. • Encourage continuous improvement. 16. Technology & Software Skills The candidate should be comfortable working with modern HR technology. HR Software Practical knowledge of: • Zoho Recruit • Zoho People • Zoho CRM Experience with other HRMS/ATS platforms will be an advantage. Productivity & Collaboration • Google Workspace • Microsoft Word • Microsoft Excel • Microsoft PowerPoint • Microsoft Outlook • Google Drive • Google Calendar • Google Forms • Google Sheets Email & Automation • YAMM • Gmail • Email templates • Email campaign coordination • Calendar scheduling Virtual Communication • Google Meet • Zoom • Microsoft Teams 17. AI Tools & Automation The organisation encourages responsible use of AI to improve: • Productivity • Documentation • Communication • Decision-making • HR processes Preferred AI Tools • ChatGPT • Google Gemini • Microsoft Copilot • Perplexity AI • NotebookLM • Gamma • Grammarly • Canva AI Knowledge of workflow automation platforms such as: • Zapier • Make • n8n will be an added advantage. 18. Key Performance Indicators (KPIs) Performance will be evaluated using measurable outcomes. Recruitment KPIs • Time to Hire • Quality of Hire • Offer Acceptance Ratio • Joining Ratio • Recruitment Cost Optimisation • Candidate Experience Employee Lifecycle KPIs • Probation Success Rate • Employee Retention • Employee Satisfaction • Training Completion Rate • HR Documentation Accuracy 19. Ideal Candidate Profile The ideal candidate should be: • Confident and mature • Professional and well organised • Strong in communication • Experienced in Talent Acquisition and HR Operations • Strong in interviewing and negotiation • Effective in people management • Highly organised and analytical • Capable of independent decision-making • Comfortable with technology and AI • Willing to travel when required • Committed to confidentiality and ethical conduct Preferred Qualifications • Female candidates preferred. • 5–15 years of relevant HR experience. • MBA/PGDM in Human Resources preferred. • Graduates with strong HR experience may also be considered. • Strong written and verbal communication in English and Hindi. 20. Career Growth Career Progression Assistant Manager – HR ↓ Manager – Human Resources ↓ Senior Manager – Human Resources ↓ Head – Human Resources & People Operations ↓ General Manager – Human Resources ↓ Director – People & Culture Career progression will be based on: • Performance • Leadership capability • Organisational contribution • Readiness for higher responsibilities 21. Performance, Rewards & Career Growth The organisation states that employee rewards and career progression are linked to: • Performance • Contribution • Knowledge • Attitude • Integrity • Ownership • Commitment • Level of responsibility The document states that: • Outstanding performers may receive salary growth starting from approximately 20%. • Exceptional performers may receive increments of 50% or higher, depending on contribution and value created. • Performance-based incentives may be introduced. • Recognition and special rewards may be provided. • High-potential employees may receive accelerated career progression opportunities. Core principle: “We Reward Merit, Not Just Tenure.” 22. Who Should Apply? This opportunity is intended for HR professionals who: • Enjoy building high-performing teams. • Focus on long-term talent development. • Can independently manage the employee lifecycle. • Enjoy creating HR systems and processes. • Are comfortable with HR technology and AI. • Have strong communication and relationship-building skills. • Maintain high standards of integrity and confidentiality. • Enjoy working in a dynamic, growing organisation. • Believe in continuous learning. • Aspire to build a long-term HR leadership career. 23. Who May Not Be the Right Fit? The organisation states that the role may not be suitable for professionals who: • Prefer only routine administrative HR work. • Are uncomfortable with ownership and accountability. • Are unwilling to learn new technologies and AI tools. • Prefer highly bureaucratic or slow-paced environments. • Are seeking only a short-term job. • Are unwilling to travel when required. • Allow personal mobile/social media use to affect productivity. • Frequently engage in unnecessary gossip or office politics. • Are unwilling to maintain a professional and disciplined workplace. • Smoke, consume alcohol or use intoxicating substances, or are not comfortable supporting a substance-free workplace culture. • Do not align with the organisation's stated values of: • Integrity • Professionalism • Confidentiality • Discipline • Continuous learning 24. Overall Role Summary The Assistant Manager – HR (Talent Acquisition & HR Operations) will be responsible for building and managing a structured HR function while supporting the organisation's expansion. The role combines: Talent Acquisition + HR Operations + Employee Lifecycle Management + HR Technology + AI + Employee Engagement + HR Strategy + Team Leadership The position is intended for an HR professional who can combine hands-on execution with leadership, process building and long-term organisational development.