Associate - People Operations

About Titan

At Titan, we’re redefining email for entrepreneurs, innovators, and creators—transforming it into a powerful tool for business growth. Built by a team that deeply cares about helping businesses succeed, Titan is more than just an email platform.

Founded by Bhavin Turakhia—the visionary behind Directi, Radix, and Zeta, with a combined enterprise value exceeding $2 billion—Titan is backed by a strong legacy of innovation. Today, Titan powers millions of conversations, with 2.4 million emails sent and received every week.

In 2021, Automattic (the parent company of WordPress.com) invested $30M in Titan, valuing the company at $300M. This partnership fuels our mission to revolutionize email and build the future of digital communication.

At Titan, you’ll be part of a fast-growing business, solving meaningful problems, working with cutting-edge technology, and shaping a product that empowers millions. If want to make a real impact, this is where you belong.

Role overview

• HR Operations Associate is responsible for partnering across functions and projects with HR Business Partners and Learning Partners to deliver all HR interventions. The incumbent will also be responsible for owning all HR processes and operations end to end for Titan, streamlining and enhancing employee experience from onboarding to exit. 

Skill sets

• Understanding of HR best practices and current regulations.
• Sound judgement and problem-solving skills.
• Customer-focused attitude with high level of professionalism and discretion.
• Strong organizational and analytical skills.
• Comfortable handling data, reports, and system configurations.
• Proficient with G-suite.
• Excellent communication skills.
• Business acumen.

Core Responsibilities

• Following are the key responsibilities that an HR Gen should execute to optimally perform in the said role:




• Titan Culture and Processes
• Be aware of the org level and functional level goals (short-term and long-term), quarterly goals for the People team.
• The impact of their responsibilities and actions to build and enhance employee’s experience.
• Be thorough with the policies and benefits extended to the larger organization along with the process to avail them and the eligibility criteria.
• Maintain a synopsis of the utilization in collaboration with the finance, REW, TA and procurement SPOCs.




• Onboarding
• Understand and manage the end-to-end onboarding process.
• Sharing all relevant onboarding documents/blogs with new hires to understand the organization’s purpose and culture better.
• Onboarding on all HR Tools.
• Ideate and implement best practices to improve the process.
• Being the single point of contact for the mapped function for 1st level of queries.
• Maintaining all new hire data relevant to employee database and payroll.




• Offboarding
• Understand and manage end to end offboarding process.
• Separation process and timelines to be explained in detail with the exiting employee.
• Initiate separation process as per defined timelines.
• Ideate and implement best practices to improve the process.
• Being the single point of contact for the mapped function for 1st level of queries.
• Conduct exit interviews of interns and employees of levels L1 & L2.
• Draw inferences and action plans from exit interviews.
• Maintaining exit data relevant to the employee database and payroll.




• HRMS & Attendance Management
• Maintain and update the HRMS platform, ensuring accurate employee records.
• Monitor attendance, leaves, and time-tracking systems, resolving discrepancies.
• Generate and analyse HR reports for payroll, attrition, and workforce planning.




• Consultant & Vendor Management
• Maintain contracts and documentation for external consultants.
• Track payments, invoices, and compliance requirements.
• Act as a point of contact between consultants and internal teams.




• Project Management
• Support HRBPs with their function specific projects.
• Ensuring quarterly goal setting (OKR) and tool updating.




• Engagement
• New hire employee pulse through 1:1s on completion of 15 - 30 - 60 - 100 days.
• Action planning around gaps with HRBPs & Managers for new hires. Include the learning team if a need for immediate learning support arises to manage their current role’s expectations.
• Support driving awareness and strengthening trust and benefits of HR initiatives and programs.
• On-site requirement identification, planning, and execution (food, recreational area, right resources, etc.)




• Metrics impacted
• Employee lifecycle.
• Employee experience.
• Onboarding experience / NPS .

Eligibility

• Bachelor’s Degree in Human Resources Management or related discipline
• 1-3 years of experience in HR