Hi Tours
Website:
hi.tours
Job details:
About the role
You will own the people function end to end — from how we hire and what we pay, to how we set goals, run performance, and keep the team engaged. This is a builder’s role: you set the systems and the standards, partner directly with the founder and department heads, and have one HR Specialist executing alongside you.
About Hi Tours Group
Hi Tours Group is a group of three specialized travel brands with 30+ years of expertise spanning B2B, B2C, and corporate travel: Hi DMC (destination management for global tour operators and travel agents), Hi Tours (personalized leisure travel for modern explorers), and Hi Offsite (curated corporate offsites, incentives, and business travel). The group is IATA-accredited and ISO 45001 and Travelife certified, and has served 100,000+ travelers worldwide. More at hitours.group.
Hiring strategy & decisions
- Partner with hiring managers to define roles, headcount, and hiring priorities across departments.
- Own job descriptions — write, refine, and approve every JD before it goes live.
- Run salary benchmarking and lead compensation, offer structure, and negotiation decisions.
- Make the final call on shortlists and offers, alongside hiring managers.
- Own external partner relationships (Manpower, Randstad) and the ATS strategy across Recruit CRM, LinkedIn Recruiter, and Naukri.
OKRs & performance
- Define the OKRs — set the framework, cadence, and quality bar for goals across the company, run through Zoho People.
- Own the OKR module in Zoho People — configure it, drive the cadence, and own goal reporting.
- Partner with department heads to set, review, and course-correct OKRs each cycle.
- Own probation, confirmation, and review cycles and the decisions that come out of them.
People operations, systems & policy
- Set up and own Zoho People — configure and run the HRMS as our single source of truth, including timesheets, attendance, and leave workflows.
- Build out timesheet tracking — design the timesheets, approval flows, and reporting the business can rely on.
- Design HR processes and SOPs across the full employee lifecycle — recruitment, onboarding, confirmation, and exit.
- Own HR policy — leave policy, holiday calendar, code of conduct, and the employee handbook.
- Approve and sign off HR letters (offer, appointment, confirmation, experience, relieving).
- Own compliance — PF and statutory accuracy, plus the vendor relationships behind insurance and PF.
- Own escalations on payroll, PF, and mediclaim; act as the senior point of contact with Accounts.
- Own exits — final FnF sign-off, relieving decisions, and clean closure.
Culture & engagement
- Set the direction for induction, culture onboarding, and the engagement calendar and budget.
What you bring
- 5–8 years in HR / talent, ideally with full-lifecycle ownership at a services, travel, or SME organisation.
- Proven hiring judgement — you’ve written JDs, benchmarked comp, and made hiring calls, not just coordinated them.
- Hands-on with OKRs / performance management and comfortable setting goals with senior stakeholders.
- Strong stakeholder presence — you can hold your own with founders and department heads.
- Hands-on with HRMS setup — you’ve set up or administered an HRMS (Zoho People strongly preferred), including timesheets, attendance, and leave.
- Working knowledge of Indian HR compliance (PF, statutory) and our tool stack — Recruit CRM (ATS), Zoho People, and Zoho Sign.
Nice to have
- Experience in travel, hospitality, or destination management.
- Built or scaled a people function from a small base.
First 6 months, success looks like
- A clean, repeatable hiring engine running across all brands with strong hiring-manager partnership.
- A live OKR cadence adopted by every department.
- Policy, letters, and compliance tight, consistent, and audit-ready.
Click on Apply to know more.