People & Organisation Builder for Hum Fauji Initiatives

Looking for a People & Organisation Builder for Hum Fauji Initiatives | Not a Routine HR RoleAfter 16 years of building Hum Fauji Initiatives, my wife @Bindu (COO) and I (CEO) have gradually started transitioning from day-to-day operational involvement into more strategic roles within the organisation.As part of that journey, we are now looking for a mature and thoughtful professional who can gradually take ownership of our People, Culture, Workplace and Governance functions.Hum Fauji Initiatives is a New Delhi based financial planning and investment firm working exclusively with serving and retired Indian Armed Forces officers and their families across India and globally. We are a 65-member organisation with discipline, ethics, trust and long-term thinking form the core of our culture.This is not a routine HR operations role.We already have functional team members handling HR operations, Admin and Accounts execution. What we are now looking for is someone senior enough to oversee, strengthen, align and continuously improve these functions in line with the organisation’s long-term growth, culture and quality objectives to help us build the next layer of organisational quality.The role will broadly involve approximately:• 60% focus on People, Culture and HR strategy• 30% focus on Admin, workplace quality and organisational governance• 10% oversight focus on Accounts discipline and process supervisionWe are looking for a person who thinks deeply about:• Building a high-quality and energising workplace• Employee fulfilment, retention and long-term growth in an ambitious organisation• Performance management and organisational structure• Culture-building in founder-led organisations• Workplace discipline, administration quality and governance• Creating systems that combine professionalism with warmth• Helping an evolving organisation transition from founder-driven operations to stronger institutional processesThe selected person will work closely with both of us in helping shape the next phase of the organisation’s people, workplace and governance architecture.The role will likely suit professionals with substantial experience (typically around 8–15 years) across strategic HR, people practices, workplace governance and organisational development environments.The role is Delhi-based (Dwarka) and fully work-from-office.If this role genuinely resonates with you, please email your CV along with answers to the questions below at . Any general LinkedIn generated CVs or CVs sent through any other channel or without answers to the below questions will not be considered.Please keep answers (about 150-200 words each) practical, specific, experience-based and non-AI generated. We are less interested in polished HR jargon and more interested in practical organisational thinking arising from real experience:-Q1. Describe one organisational problem you personally solved which continued benefiting the company even after your role changed or you moved away from that responsibility.Q2. Tell us about a situation where you disagreed with leadership or management, but still had to maintain trust, alignment and organisational stability. What did you do?Q3. What type of HR / organisational role do you believe you are NOT naturally suited for, and why?Q4. You join a founder-led organisation where:  • Employees feel growth is limited because senior positions are stable  • Founders are still actively involved  • HR systems exist operationally but are not yet strategic  • Younger employees expect rapid growth and recognition.You can meaningfully improve only ONE area in your first six months. What would you choose and why?Q5. Please clearly mention:  • Your current fixed annual salary  • Expected fixed annual salary (words like industry standard or role-based, won’t be considered an adequate answer)  • Notice period  • Current city of residence  • Whether you are open to fully work-from-office role in Delhi.We understand this may not be a role for everyone. But for the right person, this could become a deeply meaningful organisational-building opportunity.

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