Hire HR operations staff in India, powered by Mira AI.
Run onboarding, records and policy properly, so your people team stops firefighting. Mira AI ranks each applicant on the HR they actually ran, not the frameworks they cite.
Mira AI turns a sentence into a job description and a scorecard, then scores every applicant against it.
Build a career with a global team, on Indian payroll.
Trusted by 300+ Global Companies
The HR work companies hire for most.
Open whichever part of people operations keeps slipping. Roles past this list are read on the same record of work run.
Onboarding & Offboarding
Joiners, leavers, documents, first-90-days
Records & Compliance
Contracts, files, policy, audits
HRIS & People Ops
Workday, BambooHR, workflows, reporting
Employee Relations
Queries, grievances, engagement
Performance & Reviews
Cycles, calibration, goal tracking
Learning & Development
Training, LMS, enablement, onboarding academies
Any other people role
Benefits admin, HR analytics, DEI programmes, culture and more. Describe the remit and Mira AI scores applicants for it.
From HR run out of an inbox to operations that hold.
Four steps, from naming the headcount to a signed contract. Opening the role and reading who applies are free on the Base plan.
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01 Post
Post a role
- Headcount, the countries you employ in, and which HR work keeps falling through
- Mira AI turns it into a scorecard about operations run rather than frameworks cited
- HR salary band checked against live payroll data before the role opens
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02 Screen
Screen with AI
- Weighted toward people who ran HR at your headcount and in your kind of company
- Each place in the ranking carries the reasoning in plain sentences
- Referrals and agency submissions land in the same ranked list
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03 Interview
Run interviews
- HRIS experience, headcount and specialisms shown on the profile
- Book a policy conversation or a case-handling exercise in a click
- Panel notes, recordings and scores stay attached to the role
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04 Decide
Decide together
- Wisemonk signs the employment contract as legal employer in India
- Payroll, provident fund, gratuity and tax withholding run every month
- HRIS access, personnel-data permissions and confidentiality set before day one
It reads the work, not the CV.
Mira AI reads every HR Operations application through the work that actually shipped: what the person owned, the constraints they worked inside, and the evidence they can show for both. Every applicant is measured against the same scorecard, in the same way, on the day they apply.
Proof beats a polished CV.
You describe the HR Operations role and what success looks like in it, and Mira AI ranks each applicant with the reasoning written out in sentences you can read and disagree with. The people who rise are the ones whose work backs up the claim. A first read, never the final word.
- Weighs work someone actually shipped above the tools listed on a CV
- Every ranking carries the why, including the near-misses
- Reads for judgement and communication alongside technical depth
- Reorders the shortlist as new HR Operations applicants arrive
Start from what is falling through.
HR roles grouped by the gap in your people operations rather than by title. Anything outside these four opens and ranks on the same scorecard.
New joiners have a rough first week
Onboarding is where retention starts, and it is usually nobody's explicit job. Someone to own the joiner journey so day one works and the first ninety days are not improvised.
- Onboarding Specialists
- HR Coordinators
- People Operations Specialists
- HR Generalists
Your HR lives in one person's inbox
The classic scaling problem. Records, contracts, queries and policy all held informally. A generalist puts the operations on a footing that survives that person taking a holiday.
- HR Generalists
- HR Managers
- People Operations Specialists
- HR Coordinators
Your HRIS is a spreadsheet with ambitions
People operations and systems work. Someone to run the HRIS properly, automate the manual workflows, and produce the headcount and attrition numbers leadership keeps asking for.
- People Operations Specialists
- HRIS Analysts
- HR Systems Specialists
- HR Analysts
Managers handle people issues by instinct
Employee relations and partnering. A steadier hand on grievances, performance conversations and the awkward cases, so managers are supported rather than left to improvise.
- HR Business Partners
- HR Managers
- Employee Relations Specialists
- People Partners
Admin is learnable. Judgement on people is not.
Naming your headcount and the cases you want owned filters far harder than naming an HRIS in the advert.
HR Coordinator
0 to 2 years
Handles documents, scheduling and the HR helpdesk. Keeps the admin moving and escalates anything needing judgement or policy interpretation.
HR Generalist
3 to 5 years
Runs onboarding, records, queries and light employee relations across the whole employee lifecycle. The workhorse hire for a growing company.
HR Manager / People Ops Lead
6 to 9 years
Owns policy, the HR calendar and the harder ER cases, and builds the processes the generalists run. Notice runs 45 to 90 days.
HR Business Partner / Head of People
10 years and up
Partners with leadership on org design, performance and planning, and owns the people strategy rather than only the operations.
Which HR hire your headcount actually needs.
HR roles scale with the number of people you employ and where they sit. Over-hire early and you pay for strategy you cannot use; under-hire late and the operations quietly break. This is the shape that tends to work.
| Headcount | Who to hire | What they own | Worth knowing |
|---|---|---|---|
| Under 25 people | An HR coordinator, part of another role | Onboarding, records, basic queries | A founder or ops lead usually still owns HR |
| 25 to 75 people | A first HR generalist | The full lifecycle, informally run | The band where the first dedicated HR hire pays back |
| 75 to 200 people | A generalist plus an HR manager | Policy, ER, HRIS, performance cycles | Process has to replace goodwill and memory |
| 200 to 500 people | A people ops team by specialism | Systems, ER, L&D, partnering | Generalists alone cannot cover the depth |
| Above 500 people | HR business partners and CoEs | Strategy, org design, analytics | HR becomes a function, not a team |
| Multi-country at any size | Someone who knows each jurisdiction | Local compliance and contracts | Statutory rules do not travel across borders |
What an HR brief has to make clear.
Pick the ones that matter for your team and every applicant arrives already scored against them.
Headcount and where they sit
HR for fifty people in one country is a different job from HR for five hundred across three. Name both numbers, because they decide the seniority far more than the title.
The work you actually need owned
Onboarding, records, ER, systems, performance. HR is a wide function and nobody is strong at all of it, so name the parts that are breaking rather than asking for everything.
Your HRIS and stack
Workday, BambooHR, HiBob, Zoho People. Fluency in your system means an HR hire is useful in days and can automate the manual work rather than perpetuate it.
Confidentiality and judgement
HR sees salaries, grievances and health information. Discretion is not optional, and it is worth probing directly: ask how they handled a sensitive case without it leaking.
Local knowledge where it matters
Employment law does not cross borders. If they will handle compliance for a specific country, confirm they know that country's rules rather than HR in the abstract.
Process versus people
Some HR hires love systems and dread the hard conversations; others are the reverse. Decide which your gap needs, because the two rarely come in equal measure.
Start with the tool. Add reach. Add people.
Every plan includes Mira. What changes is how far your roles travel and how much of the work you hand over.
Base
For a team running its own hiring and tired of doing it in spreadsheets.
- Full pipeline and candidate tracking
- Your own hosted careers page
- Mira in Slack, with monthly credits
- Unlimited open roles
Boost
For teams whose problem is candidate flow, not candidate tracking.
- Everything in Base
- Your roles listed on the Wisemonk talent community
- Mira on the strongest models available
- Uncapped screening and scheduling
- Salary benchmarks from live India payroll data
Bespoke
Some roles need a person on the phone. Our recruiters take over sourcing and interview coordination, working the pipeline Mira has already built — so you're paying for judgment and conversations, not for admin.
Contingent fee of 10%, 12.5% or 15% of first-year salary, set by role seniority. Under a talent agreement, billed only on a joined hire.
Other HR and recruitment roles you can hire.
Recruitment Process Outsourcing
Frequently asked questions
What founders and people leads ask before building HR operations in India.
How do I hire HR operations staff in India?
Say how many people you employ, where, and which HR work keeps falling through. Mira AI writes the advert and a scorecard from those details, your role reaches our candidate community, and every application is ranked as it comes in. Interview on a real people problem, then Wisemonk employs whoever you choose.
How much does it cost to hire HR staff in India?
HR operations are cost-effective to run from India, and the range tracks seniority closely. Coordinators sit at the accessible end, generalists who run the full lifecycle cost more, and HR managers and business partners are priced alongside other management roles. Post the role and we will size your band against current India payroll figures.
Should I hire an HR generalist or a specialist?
A generalist first, in almost every case. Below a couple of hundred people, one capable generalist covering onboarding, records, queries and light employee relations is worth more than a specialist who is deep in one area and idle in the rest. Specialists in ER, HRIS or learning and development earn their place once the volume in that area justifies a dedicated hire.
Can HR staff in India manage a US or UK workforce?
For operations, systems and coordination, yes, and many do. The line to watch is local employment law, which does not cross borders: a hire handling US or UK compliance needs to know that jurisdiction specifically, not HR in general. A common and effective split is to run the operations from India while keeping local counsel or a local partner for country-specific legal questions.
What is the difference between HR operations and recruiting?
Recruiting brings people in; HR operations looks after them once they are in. Onboarding, records, payroll coordination, policy, employee relations and offboarding all sit in operations. They are separate skill sets and separate hires, and asking one person to both fill roles and run the people function usually means one of the two gets neglected.
How do I keep employee data confidential with a remote HR hire?
Restrict HRIS access to what the role needs, keep personnel files in the system rather than in shared folders, and make confidentiality an explicit condition rather than an assumption. Wisemonk runs background verification before the start date and writes confidentiality terms into every contract, which is particularly relevant for a role that sees salaries and grievances.
Does an HR hire in India replace an EOR like Wisemonk?
No, they complement each other. Wisemonk as an employer of record handles the legal employment, payroll and statutory compliance for your India team. An HR operations hire handles the people side across your whole company: onboarding experience, policy, culture, performance and employee relations. Many of our clients employ their HR person through us precisely so the two work together.
Do I need an entity in India to employ HR staff?
No. Wisemonk serves as legal employer of record, holds the contract and runs monthly payroll with provident fund, gratuity, ESI and tax withholding handled. Your HR hire works to your policies and your people calendar. If you already run an Indian entity, the hire can sit on it instead.
How do I test an HR candidate in an interview?
Give them a real scenario: a manager wants to let someone go quickly, or two employees are in conflict, or a policy is being applied inconsistently. Ask what they would do first and why. HR judgement shows in how someone balances the individual, the manager and the company, and that only surfaces with a concrete case.
What does senior mean in HR in India?
Roughly six years and up, and the marker is owning judgement rather than admin. A senior HR hire sets policy, handles the cases managers cannot, and builds the processes juniors run. At the top of the range the role becomes a business partner or head of people, shaping org design and strategy. Notice runs 45 to 90 days.
Find your next HR hire in India.
Name your headcount, your countries and the work that keeps slipping. Mira AI writes the scorecard, ranks every applicant, and Wisemonk takes care of the employment.
