Salam Kisan
Website:
salamkisan.com
Job details:
JOB DESCRIPTION
HR & Admin Executive
Mumbai, Maharashtra (on-site)
Full-time, permanent
2-3 years; at least 2 years as a sole or lead HR generalist in an organisation of 30-50 people or more
Working Days
5 days a week and alternate Saturdays
About PRYM Group
PRYM Group is building the drone infrastructure layer for Indian agriculture and beyond. The group operates across three verticals:
• Salam Kisan: agri-drone crop solutions serving farmers across Maharashtra through spraying services, advisory, and last-mile drone-enabled agriculture.
• PRYM Aerospace: drone manufacturing and OEM partnerships, building the hardware that powers our field operations and serves external customers.
• PRYM Drone School of Excellence: a DGCA-approved Remote Pilot Training Organisation (RPTO) training the next generation of commercial drone pilots in India.
We are a fast-moving, execution-heavy organisation at a stage where systems, processes, and people infrastructure are being built from the ground up. This role is central to that build-out.
Role Overview
This is the sole HR role at PRYM Group. You will not have a team above you or a team below you. You will independently own the Human Resources function end-to-end, working directly with the Chief of Staff and, on strategic matters, with the CEO.
In parallel, you will own the Administration function for the Pune office — vendor management, facilities, travel, procurement, and the logistical backbone that keeps a multi-vertical operation running.
This role is designed for someone who has either been the only HR person in a growing company before, or has been a strong generalist across multiple HR sub-functions and is ready to step into full ownership. If you have only ever owned one slice of HR within a larger team, this role will be a stretch.
Our expectation is simple: every HR and admin process at PRYM should run because you are running it, not because someone above you is directing it. You will be given context, trust, and the authority to execute. Strategic decisions — compensation philosophy, organisational design, sensitive leadership matters — will be made jointly with the Chief of Staff and CEO. Execution of everything that follows from those decisions is yours.
Key Responsibilities: Human Resources
1. Talent Acquisition & Hiring Operations
• Pipeline execution: run the operational side of recruitment for open roles across Salam Kisan, PRYM Aerospace, and the Drone School — job posting, sourcing through portals and LinkedIn, scheduling, coordination with hiring managers, and candidate experience from first call to offer.
• Pre-screening: conduct first-round screening calls for junior and mid-level roles, assess basic fit, document findings, and route qualified candidates into the hiring panel.
• Offer and negotiation support: prepare offer letters on the PRYM template, coordinate with the Chief of Staff on compensation approvals, and handle candidate negotiation within approved ranges.
• Hiring data and reporting: maintain the master hiring tracker — open roles, pipeline stages, time-to-fill, source effectiveness, offer acceptance rate — and share weekly updates with the Chief of Staff.
• Vendor and agency coordination: manage relationships with external recruitment partners and retainers, hold them accountable to timelines, and escalate delays.
2. Onboarding & Induction
• Pre-onboarding: document collection, background verification coordination, offer confirmation, joining kit preparation, and workspace setup before Day 1.
• Induction: run a structured Day 1 and Week 1 induction covering PRYM Group context, policies, systems access, team introductions, and vertical-specific orientation.
• 30-60-90 day check-ins: own the early-tenure experience of every new joiner — structured check-ins, escalation of red flags to the Chief of Staff, and closure of probation reviews.
3. Employee Lifecycle & Records
• Employee master data: maintain accurate, audit-ready records for every employee across all three verticals — personal details, documents, designations, reporting lines, CTC structure, and lifecycle events.
• Contracts and documentation: issue appointment letters, confirmation letters, promotion and increment letters, internal transfer letters, and separation documentation on PRYM letterhead.
• Attendance and leave: own the attendance and leave management system — track, audit, flag anomalies, and share monthly summaries with Finance for payroll.
• Exits and separations: conduct structured exit interviews, complete full and final settlement coordination with Finance, handle experience letter issuance, and document exit insights for leadership review.
4. Payroll Inputs & Compliance
• Payroll inputs: consolidate monthly payroll inputs — attendance, leave, new joiners, exits, increments, reimbursements — and hand them over to the Accounts & Finance team on a fixed monthly timeline.
• Statutory compliance: ensure PF, ESIC, Professional Tax, and Labour Welfare Fund compliance is on track — coordinate with external consultants where applicable, maintain compliance registers, and flag risks early.
• Compliance calendar: own a rolling 12-month compliance calendar covering statutory filings, renewals, audits, and policy reviews. Nothing should surprise leadership because it fell off the calendar.
• Audits and inspections: serve as the primary point of contact for any labour or statutory audit, prepare documentation, and represent the organisation during inspections.
5. HR Operations, Policy & Culture
• Policy documentation: maintain, update, and circulate HR policies — leave, attendance, code of conduct, POSH, travel, reimbursement, IT usage, WFH. Draft new policies when gaps are identified, with Chief of Staff sign-off.
• POSH compliance: ensure Internal Committee constitution is in place, annual training is conducted, and statutory reporting is filed on time.
• Performance cycle coordination: run the operational mechanics of performance reviews — calendar, templates, data collation, moderation meetings. The framework is set by leadership; you run the machine.
• Employee engagement: plan and execute monthly engagement touchpoints, festivals, birthdays, anniversaries, and quarterly team events within approved budgets.
• Grievance handling: serve as the first point of contact for employee grievances — hear, document, resolve where within scope, and escalate appropriately.
6. HR Analytics & Reporting
• Monthly HR dashboard: produce a monthly HR dashboard for the Chief of Staff and CEO — headcount, attrition, hiring funnel, tenure mix, compliance status, and cost-per-hire.
• Attrition analysis: track voluntary and involuntary attrition by vertical, function, and tenure band. Surface patterns before they become problems.
• Ad-hoc analysis: pull and present people data on request for board reviews, investor updates, or leadership decisions.
Key Responsibilities: Administration
Administration is the secondary scope of this role. It is bounded and defined — not an open-ended catch-all. The expectation is that admin runs smoothly in the background so that HR work is not compromised.
7. Office & Facilities Management
• Office operations: ensure the Pune office runs smoothly — housekeeping, pantry, utilities, security, seating, meeting rooms, and workspace readiness.
• Vendor management: manage the roster of office vendors — housekeeping, pantry, AMC contracts, internet, stationery, repairs — including contract negotiation, SLA tracking, and invoice verification before forwarding to Finance.
• Asset management: maintain an up-to-date asset register — laptops, phones, peripherals, furniture — covering allocation, returns, and condition tracking.
8. Travel, Logistics & Procurement
• Travel coordination: book and manage employee travel — flights, trains, hotels, local transport — within travel policy, and reconcile travel expenses monthly.
• Procurement: source and procure office supplies, consumables, and branded merchandise as needed, maintaining cost discipline and raising purchase approvals where required.
• Courier and dispatch: manage inbound and outbound office couriers, including coordination for field teams across Maharashtra.
9. Administrative Support to Leadership
• Meeting and event logistics: coordinate logistics for internal meetings, leadership offsites, investor visits, and external events — venue, catering, AV, travel, and materials.
• Documentation and filing: maintain organised physical and digital filing for HR, admin, and compliance records, with a clear retrieval system.
What We Are Looking For
Non-negotiable
• 2-3 years of full-time HR experience, with at least 2 years as a sole HR person or lead generalist in an organisation of 50 or more employees.
• Demonstrable ownership across at least four of: recruitment, onboarding, employee lifecycle, payroll inputs, statutory compliance, policy drafting, performance cycle coordination.
• Working knowledge of Indian labour laws, PF, ESIC, PT, POSH, and statutory compliance calendars — not theoretical; you should have run these yourself.
• Proficiency in Excel and Google Sheets for HR data, with comfort building trackers and dashboards from scratch.
• Strong written communication in English; conversational Hindi required; Marathi is a meaningful plus given our field workforce.
• Bachelor's degree; MBA or PG in HR is preferred, not mandatory.
How to Apply
Send your CV along with a short note (200 words maximum) answering this: describe the HR process you are most proud of having built or significantly improved, what the business outcome was, and what you would do differently today.
Applications without the note will not be reviewed.
Email: hrdesk@salamkisan.com
Click on Apply to know more.
