About Us:Our company is building AI-native software platforms to empower India’s most important institutions by integrating fragmented data, enabling real-time monitoring, and embedding decision and predictive intelligence for measurable outcomes. Backed by 25+ years of engineering excellence and infrastructure advisory, we’re transforming from project delivery to product-led growth with lean, high-agency teams. Building products using computer vision tech in asset monitoring (roads, bridges, canals, infra projects), Predictive AI to run institutions and automate workflows, Digital Healthcare, Digital Agriculture stack and Mining stack. Join us to build the data churning engine empowering institutions.A highly dynamic team consists of technology leaders from leading AI startups, senior bureaucrats, industry veterans and business leaders.Location: Bangalore | Reports to: CEO/COOThe OpportunityBuild the company's people and culture infrastructure as we scale from ~20 to 50+ employees. You will own hiring, onboarding, retention, policy framework, and culture—ensuring merit-driven decision-making, high agency, and low attrition as we grow.The ChallengeWe are building an AI-native, flat-hierarchy, high-agency culture in a rapidly growing company. This is hard because:• Hiring for culture fit + raw talent: Not every smart person thrives in high-agency, decentralized teams• Scaling without bureaucracy: As we grow, how do we maintain merit-based decision-making?• Competitive war for talent: We're competing with FAANG, startups, and government tech for top engineers and product folks• Retention in mission-driven culture: How do we attract nation-builders, not just mercenaries?Key ResponsibilitiesTalent Acquisition & Hiring (50%)• Own end-to-end hiring: Define JDs, source candidates, interview strategy, negotiations• Build talent pipelines across engineering, product, operations, and analytics• Target metric: Fill senior roles in • Partner with hiring managers on competency frameworks (merit-driven assessments)• Manage campus hiring and intern program (nation-building pipeline)• Track hiring KPIs: Time-to-fill, offer acceptance rate, new hire quality metricsPeople & Culture (30%)• Design and implement people policies: compensation, equity, learning & development, time-off• Own onboarding program (first-week to first-90-days experience)• Drive engagement and retention initiatives (target • Facilitate culture building: team events, off-sites, internal communication• Manage pulse surveys and culture feedback loops• Ensure psychological safety and high-agency empowermentPeople Operations & Compliance (15%)• Manage HR systems, payroll, compliance (PF, ESI, gratuity, DPDP, etc.)• Drive ISO certifications, data protection compliance, HR best practices• Create robust documentation: offer letters, employment contracts, policies, SoPs• Manage employment-related audits and statutory requirementsStrategic People Planning (5%)• Partner with CEO on succession planning and leadership development• Forecast hiring needs based on product roadmap and revenue growth• Identify high-potential ICs and create growth pathways• Contribute to annual culture and people strategyWhat We're Looking ForCore Competencies• 7+ years in HR/talent operations; 3+ years as HRBP or TA lead• Hands-on hiring expertise: You personally source, interview, and close candidates• Startup experience: You've scaled a team from 10→50+ employees in a high-growth environment• Culture design: You can articulate what culture is and deliberately build it• Systems mindset: You design scalable HR processes and tools• Compliance knowledge: You understand India's labor laws, PF, tax implications, data protection• High agency: You own outcomes, make decisions independentlyProven Track Record• Successfully scaled hiring in a fast-growth startup (minimum 50% growth year-over-year)• Track record of retention (meaningful reduction in attrition)• Built strong employer brand (candidates wanting to work with you)• Experience in tech/product companies (you understand engineering culture)Culture Fit (Non-Negotiable)• Mission-aligned: You care about building teams for a purpose, not just hitting hiring numbers• Transparent communicator: You're honest about compensation, trade-offs, and company challenges• Inclusive: You build diverse teams and remove bias from hiring• Learning mindset: You stay current on HR best practices, tools, and trends• Scrappy: You'll not build from zero but you make things happenWhat Success Looks Like (12 Months)• • Diverse team: 40%+ women in tech and leadership roles• Campus hiring pipeline: 10+ strong interns, 2-3 conversions to full-time• Robust policies in place: Offer letters, NDAs, handbooks, compensation policy• Employee net promoter score >50 (internal engagement)Compensation & Expectations• Base + Performance Incentives + Equity• 40-50 hour weeks (lighter than tech roles, but busy during hiring cycles)• Professional development in HR/people ops• Flex benefits: time-off flexibility, learning budget
Job Title
HR Leader