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