General Manager (India) at Lytegen

Ajitgarh, Punjab, India -

Full Time

Start Date

Immediate

Expiry Date

31 Jan, 26

Salary

0.0

Posted On

02 Nov, 25

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Operations Leadership, Recruiting, HR Partnership, IT Coordination, Administration, Compliance, Continuous Improvement, Google Workspace, MS Office, Problem Solving, Team Building, Process Improvement, Communication, Detail Orientation, Time Management, Stakeholder Management

Industry

Professional Services

Description

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

Responsibilities

The General Manager will oversee daily operations, ensuring the office runs efficiently and is audit-ready. Responsibilities include managing recruiting, HR policies, IT coordination, and continuous improvement initiatives.