About The Client

Location- Pune, India

An innovative organization working at the intersection of sustainability and menstrual hygiene management, they have developed a patented recycling technology that transforms used sanitary pads into recyclable materials offering a solution to the environmental challenges of traditional disposal methods. The Senior Manager/ Head of People & Culture will architect a future-ready HR function, aligning culture, talent, and systems with client’s business objectives. This is a dual role of strategic HR leadership and hands-on implementation, ensuring that client’s people strategy becomes a competitive advantage.

Key Responsibilities

1. HR Strategy & Leadership
   • Co-create a future-ready HR vision aligned with the company’s business goals and founder’s mentality
   • Define and track KPIs for HR effectiveness, talent health, and culture alignment across plants, field operations, and corporate teams
   • Advise CXOs and functional heads on org-wide people decisions, compensation structures, and capability building
   • Establish HR governance mechanisms (policies, committees, audits) for compliance and scale readiness
2. Talent Acquisition & Employer Branding
   • Build a recruitment engine to scale from 100 to 500+ employees across plant/shop-floor, field, and corporate roles
   • Develop differentiated sourcing strategies: ITI/polytechnic campuses, gig/contractor networks, and leadership pipeline
   • Strengthen the employer brand and storytelling across channels (LinkedIn, Naukri, social media, industry platforms)
   • Integrate AI-driven sourcing and screening tools to reduce time-to-hire
3. HR Operations, Compliance & HRIS
   • Strengthen systems for payroll, attendance, overtime, contractor management, and grievance redressal
   • Ensure PF, ESIC, labor law, and health & safety compliance across plants, warehouses, and offices
   • Build HR SOPs with audit-ready documentation
   • Digitize onboarding and offboarding for both blue- and white-collar employees through HRMS
   • Maintain audit-ready HR SOPs and documentation across all geographies
   • Provide HR insights, dashboards, and workforce analytics to leadership
   • Develop innovative employee benefits and retention programs
4. Learning, Development & Capability Building
   • Launch role-based L&D framework (30-60-90, functional, leadership)
   • Drive culture and compliance training
   • Build partnerships/internal trainers for delivery
   • Design skill frameworks for plant workforce (technical, quality, safety), supply chain/field (process, service excellence), and office teams (sales, R&D, leadership)
   • Launch structured onboarding (30-60-90), role-specific capability journeys, and leadership development (first-time managers to CXOs)
   • Build career mobility paths including shop-floor → supervisor → manager transitions
   • Use digital/AI-powered L&D platforms for scalable delivery
5. Performance Management & Career Pathways
   • Link PMS with rewards, recognition, ESOPs, and growth conversations
   • Design career pathways and mobility frameworks
   • Implement a scalable PMS with measurable plant KPIs (output, quality, safety, efficiency) and OKRs for managerial/functional roles
   • Design transparent career pathways for both plant/field and office employees
   • Define and communicate a total rewards strategy (cash, benefits, recognition, ESOPs)
6. Culture, Engagement & Org Development
   • Drive “Founder Mentality” culture of ownership, agility, collaboration
   • Foster a unifying culture that bridges shop-floor discipline with startup agility
   • Create differentiated engagement models for plant, on-ground, and corporate teams (e.g., safety weeks, family days, townhalls, recognition loops)
   • Institutionalize rituals: townhalls, feedback forums, 1:1s, recognition systems
   • Build leadership succession and organizational health diagnostics
   • Design wellbeing, safety, and inclusion programs tailored to diverse workforce needs
7. HR Tech, Data & AI Integration
   • Select and implement HR Tech/AI tools for recruitment, HR operations, and engagement
   • Build real-time people analytics dashboards (attrition, engagement, productivity, compliance)
   • Ensure compliance, data privacy, and ethical use of AI in people processes
   • Drive adoption of HR systems through structured change management
8. HR Business Partnering (Future Scale)
   • Design the HRBP model to serve as the connective tissue between business units and HR
   • Build and coach an HRBP layer once the employee base exceeds 200+

What We’re Looking For

• 8–10 years in HR leadership, preferably in manufacturing, hardware, or high-growth startups
• Strategic HR leadership with hands-on execution ability
• Experience in scaling HR systems for multi-location teams (blue/white collar)
• Strong knowledge of Indian labor laws, compliance, and HR tech
• Culture architect: proven ability to build engaged, high-performance teams