Senior Manager Human Resources Operations

Heads up : Please read before applying. This isn't a typical JD and we aren't looking for a typical HR Ops person. Thanks for reading and carefully analyzing your fitment.

Also, HR in Moolya is Human Relations (HR) but Linkedin does not recognise that title so we had to select Resources.

Moolya has been in existence for 15 years. We have matured certain practices and operations over the years but with new generation of people coming in and with AI, plenty of things are changing. So, we are re-inventing some roles and that's how this role is born. This role isn't just HR Operations where someone spends time on HRMS and answers questions for people.

We have tried interviewing plenty of people but there are a few themes we are looking for missing. Maybe we did not articulate it well previously but this time we are and we are confident a bunch of great candidates will reach out to us.

Founder mindset

Labour laws constantly get updated. As an org who is fully compliant to statutory laws - we want to immediately become compliant to new updates to the law. As founders (me - the CEO and my partner - CTO & COO) are feeling the urge to make our organisation compliant.

As Founders and Directors of the company, we are liable if something goes wrong. Although there are many HR Ops people who would put out an updated policy - decision making in corner cases becomes hard because they are afraid of consequences of going wrong. As co-owners of the company, we Founder Directors own up the liability and make decisions.

We need someone who has the confidence and courage to make decisions and take up liability of things going wrong. Doesn't mean they will get fired for it but saying "Hey, this is my fault and I will fix it, if need be at my cost". This is the Founder midnset.

Are we wrong to expect this in HR Operations people?

Quality mindset

We bet no one has perhaps written about quality for HR Ops role. We do. For us Founders, quality in work is as important as the work itself.

Holistic quality. In documentation, in emails, in communication, in anything that goes out of the organisation to fellow Moolyans or customers. We think most people hurry up and skil quality.

Look at this JD for instance. It is written to help you understand this role better. Quality comes from care.

A typical JD would have worked as well to get a lot of applicants but the quality may suffer. As Founders we lose sleep over quality issues. We also don't want people to lose sleep but we want them to feel restless until quality is achieved or have a mindset of quality that naturally whatever is produced is of quality.

Culture alignment

A lot of companies merely talk about culture but we have detailed it better than anyone else can and have tools to assess our culture implementation and practices. In the book we published called "Growth Driven Testing" - there's a chapter on Culture of Moolya. We emphasize on Courage, Politeness, Presentability, Problem Solving, Energy, Professionalism and Appreciation as our culture values.

Our Slack channel is full of appreciation. From small things to big things. We need someone at this mid-level-growing to be a senior leadership person to be the ambasadoor of our culture because a lot of people will connect to this person in this role.

Charismatic

By this word, we are not saying that we are looking for a fair looking person or a tall person who talks sweet. This isn't about the body. This is about the aura a person carries.

This role is a highly influential role within the organisation and occasionally to our customers too. The charisma of the person is a big reason why people accept the solution being provided in a problematic situation. This role requires the charisma to enable people both with the solution to the problems and also the satifcation that the problem has been resolved well.

Many times, many HR Ops people are logically right but the other side feel they lack the satisfaction that the solution truly is the best. Only a charismatic and empahetic person can help provide that satisfaction with the solution.

Analytical

This role also involves numbers and analytics. Those who aren't good with numbers will struggle in this role. Those who are in a hurry will mess up the numbers. Those who aren't analytical will trouble themselves too much when something goes wrong because they can't trace back to what and where it went wrong. We need a person be analytical and good with numbers to breeze through this role.

Growth oriented

Most people think the HR is a support role. Even after years of practice of HRBP - many leaders fail to see HR as a growth role. We see HR as growth role. Our previous HR Ops Leader has certainly contributed to our growth. Discovering ways to help the organisation grow and taking full ownership to steer the organisation towards growth is a must have for this role.

Assumptions

If you are choosing to apply to this role -

you must have spent several years (more than half a dozen and less than a dozen) in Operations and or HR Operations role.you have read through the JD at least once carefully and truly understand what type of a professional person we think fits this role wellYou are willing to own up full operations side of Moolya and can roll up the sleeves and work if required to fix things. ( because that's what we founders do even after 15 years)

How to apply and next steps

Just like how this JD is written specific to our context, please DM as to how and why you suit this role in detail. This is round 1.If you are shortlisted, you will receive a response for a round interview : you will interview with the CEO first and then final round with COO (who will also provide you with a case study or a small work to do to assess your analytical fitment) as this role reports to the COO.Please if you can attach any examples that can demonstrate your fitment - don't hesitate to do that (and do not attach any confidential stuff). Examples can do.

Caution

We work 5 days a week in person in officeWe have offices in Jayanagar and HSROur people love working in person

What you should know about Moolya?

We have a great number of people completing 5 years and 10 years with us (so we have built a pretty decent org)Freshers to leadership team stories are common here - so growth is pretty clean and straighforward to people who help the organisation, its people and its customers grow.We are a brand in the Software Quality space and we have made a name for ourselvesOur culture is unique and stands out.There's a high amount of freedom and high amounts of accountability too.

Moolya is a way of life. Is this life yours?