General Manager (India)

General Manager (India)

Location: Mohali/Chandigarh (On-site)


Type: Full-time

Role Summary

We need an operator—not a coordinator. You will run daily operations, fix problems without hand-holding, and drive outcomes across Admin, HR partnership, Recruiting, and IT coordination. You’ll build the team, set the pace, and enforce standards so the office runs clean, fast, and audit-ready. If something is unclear, you take charge, decide, and move.

Core Responsibilities

1) Operations Leadership (Own the Floor)

• Orchestrate day-to-day office operations: schedules, calendars, space planning, visitor/security, supplies, vendor control, travel, couriers, and on-ground errands.

• Stand up and maintain SOPs/checklists for every recurring task; enforce SLAs and escalate blockers early.

• Drive cross-team coordination with U.S. counterparts; turn vague asks into clear tasks with owners and deadlines.

• Produce weekly Ops Pack (status, risks, decisions needed, next week plan).

2) Recruiting & Team Build (India for U.S. Operations)

• Build and run an always-on recruiting engine for India roles (e.g., Billing, AR/AP, Certified Payroll support, HR, Compliance, Admin, Data, Analysts).

• Own the full funnel: sourcing (job boards, LinkedIn, referrals), screening, structured interviews, scorecards, offers, background checks, pre-boarding, and Day-1 readiness.

• Create role scorecards (outcomes, competencies, must-have tools), interview kits, and practical tests aligned to U.S. standards.

• Maintain recruiting dashboards: pipeline health, time-to-fill, pass-through rates, offer acceptance, quality-of-hire.

3) HR Partnership & Policy Implementation

• Work hand-in-hand with HR to roll out policies, update handbooks, and secure employee acknowledgements.

• Own onboarding/offboarding checklists (equipment, IDs, access, NDA, tool permissions) and zero-lag revocations at exit.

• Track attendance/leave data accurately; ensure files and records are audit-ready at all times.

4) IT & Systems Coordination

• Liaise with IT to provision/deprovision accounts, laptops, email, software licenses, VPN/RDP, and shared drives.

• Maintain live asset & license inventory; reconcile monthly with IT.

• Triage basic access issues, open/follow up tickets, and push for SLA adherence.

5) Administration & Compliance

• Maintain document control and versioning for SOPs, templates, and trackers.

• Ensure vendor contracts, invoices, and payments align with approval limits and budget guardrails.

• Prepare clean, shareable docs (Sheets/Excel, Docs, Slides) that leadership can use immediately.

6) Continuous Improvement (Remove Waste)

• Identify bottlenecks, design fixes, implement, and lock in via SOPs.

• Build simple dashboards for throughput, SLA performance, and quality.

• Train the team on your processes; raise the bar and hold it.

Decision Rights & Guardrails

• Hiring pipeline: Full ownership from sourcing to Day-1; escalate only for final offer approvals.

• Purchases: Approve routine ops spend up to ₹[insert threshold]; above that, present 2 options with pros/cons.

• Prioritization: You may re-sequence work to meet SLAs; communicate impacts to stakeholders.

• Access control: Immediate deprovision on exit; no exceptions.

• Escalation: If blocked >24 hours or by a cross-team dependency, escalate with a written plan and options.

SLAs & KPIs (What “Good” Looks Like)

• Onboarding Readiness: 100% of new hires with devices, access, and Day-1 agenda (no misses).

• Offboarding Security: 100% access revoked within 2 hours of exit.

• Recruiting: Median time-to-first-interview ≤ 3 business days; time-to-offer ≤ 21 days for priority roles.

• Quality of Hire: 90-day pass rate ≥ 85%; hiring manager satisfaction ≥ 4/5.

• Ops Tickets/Tasks: 95% completed on or before due date; critical issues acknowledged <1 hr, resolved <24 hrs.

• SOP Coverage: 100% of recurring processes documented; reviewed quarterly.

• Asset/License Accuracy: 100% match to inventory; monthly reconciliation on time.

30/60/90 Plan

• Day 30: Map all workflows, publish SOP v1 for Admin/IT/Recruiting; stand up dashboards; clean inventory; define hiring scorecards for top 5 roles.

• Day 60: Hit onboarding/offboarding SLAs; reduce open tickets by 50%; deliver a 2-month recruiting pipeline for priority roles.

• Day 90: Achieve KPI targets above; roll out SOP v2 with automation/templating; train backups for critical processes.

Qualifications

• 6–10 years in operations/office management with proven ownership in a high-tempo environment; you’ve built or run teams before.

• Demonstrated success running recruiting end-to-end for multiple roles at once.

• Strong English—clear, concise, and direct with U.S. stakeholders.

• Expert with Google Workspace or MS Office (especially Sheets/Excel); comfortable with ATS/CRM, ticketing, and dashboards.

Who You Are (Non-Negotiables)

• Operator mindset: Acts without waiting, solves problems fast, and owns the outcome.

• High bar: Detail-obsessed, zero tolerance for sloppy work or missed handoffs.

• Calm under load: Can juggle shifting priorities without dropping the ball.

• Builder: Turns chaos into process, process into speed.

Compensation & Growth

Competitive salary with rapid responsibility growth tied to performance and KPI delivery.