Human Resource Business Partner

Role Overview We are hiring an experienced HR Business Partner to own the full people operations function at MyOperator — everything from onboarding and confirmation to performance management, policies, employee relations, compliance, and org health. This is not an HR admin role. The person stepping into this will be the operational backbone of the people function, partnering directly with business leaders to ensure the organization runs with the right structure, the right expectations, and the right accountability at every level. Recruitment is handled by a separate team. This role owns everything else — and everything else is where the real work of building a high-performance culture actually happens. About MyOperator MyOperator is a Business AI Operator platform that allows businesses — teams and AI Agents — to work in tandem for customer operations: handling sales, support, escalation, feedback, and refund processes. With over 12,000+ businesses on the platform, we are the largest in the space. MyOperator is built for people who want to work on ambitious problems at a meaningful scale. We value ownership, speed, critical thinking, and a bias for building things that create real customer and business outcomes. This is a high-expectation, high-learning environment where people are trusted to think independently, challenge ideas openly, move with urgency, and keep raising the bar. Key Responsibility Areas Own the full HR operations lifecycle post-hiring: onboarding, probation management, confirmation, role transitions, and exits — ensuring every stage is structured, documented, and consistent with policy. Drive the performance management calendar across the organization — including goal-setting cycles, mid-year reviews, annual appraisals, PIP initiation, and promotion recommendations — in partnership with function heads. Act as a trusted business partner to managers and team leads: help them handle people problems, escalations, performance conversations, and team design questions with clarity and fairness. Own and enforce HR policies across the organization — probation, designation, leaves, compliance, and employee conduct — ensuring they are applied consistently and not selectively. Manage statutory and regulatory compliance: PF, ESI, PT, Gratuity, POSH, DPDP Act requirements, and labour law record-keeping. Lead and develop a small team of 1–2 HR Executives and 1 Intern — setting clear expectations, reviewing work quality, and building their capability over time. Generate and maintain people analytics: headcount, attrition, probation outcomes, performance distribution, and org health metrics — and bring insights to leadership. Requirements Must Have 4–7 years of HR experience with clear ownership of performance management, employee relations, and HR ops — not just execution support under a senior HR head. Strong working knowledge of Indian labour law and statutory compliance: PF, ESI, Gratuity, POSH, PT. Demonstrated ability to run structured performance management cycles — not just coordinate them. Experience partnering directly with business managers on people decisions: promotions, PIPs, separations, role changes. Sharp written communication — able to draft policy documents, letters, and structured feedback without heavy editing. Comfortable working in ambiguity and building processes that don't yet exist, not just maintaining ones that do. Good to Have Prior experience in a startup or high-growth tech company (100–300 employees range). Familiarity with Zoho People or equivalent HRMS. Exposure to org design, level architecture, or compensation benchmarking work. Experience managing or mentoring junior HR team members. This Role Is Not For Someone whose experience is primarily recruitment or talent acquisition — this role requires depth in post-hire HR ops and performance management. Someone who needs a highly structured, low-ambiguity environment — a significant part of this role is building systems, not just running existing ones. Someone who treats HR compliance as the primary job — compliance is table stakes here, not the goal.