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