Why this role exists
We are not looking for someone to run HR. We are looking for someone to build the people system that builds the company.
This is a founder-partner role. You will work directly with the founders on questions that actually matter:
- Who we hire
- How we operate
- What kind of company we become
If your instinct is to follow playbooks, this won’t work. If your instinct is to write, read on.
What success looks like
Not headcount. Not engagement scores. Revenue per employee.
We scale through talent density, better systems, and AI leverage - not by adding bodies.
What will you own
- Culture & Operating System: Translate founder intent into how the company actually behaves. Build a culture of ownership, speed, and craft - and protect it as we scale.
- Talent Density: Raise the hiring bar. Every hire should improve the average. Build a global talent lens - the best people won’t all sit in Gurugram
- AI-Native HR: Rebuild HR from first principles with AI at the core - not as an add-on. Drive productivity programs that make every employee materially better.
- Performance & Rewards: Create a system that is honest, fast, and differentiated. Reward outcomes, not tenure. Push the middle. Pull the top.
- Leadership & Capability: Build internal leaders, not dependency on external hiring. Design real development - not training theatre.
- Employee Experience: Treat every touchpoint like a product. From hiring to exit - intentional, sharp, and worth recommending.
Who you are
- A builder, not an operator of inherited systems
- AI-native in how you think and work
- A first-principles thinker, not benchmark-driven
- Someone who has personally shaped culture, not just maintained it
- A magnet for strong talent - people want to work with you again
- Equally comfortable with strategy and detail
- Direct, low-ego, high-agency
Pedigree is optional. What you’ve built isn’t.
What won’t work
- Playbook HR
- Incremental thinking
- Comfort with average performance
- Treating culture as events, not behaviour
Why this is a career-defining role
You don’t often get to build the people engine of a company at this stage - with founder access, real mandate, and global ambition. This is of those times.
- Full-time MBA in Human Resources from a premier institute
- 10 to 15 years of post-MBA experience with substantial exposure to a fast-paced start-up/ new-age organization
- A very strong focus on people development and culture building
- You need to be a people person with strong leadership abilities
- Should be comfortable working in a rapidly growing and ever-evolving organization.
- Should have led the creation & implementation of HR strategy (Employee engagement, performance, manpower, rewards & L&D)
- Demonstrated innovation around key HR programs (Engagement, Rewards, Performance) to meet business needs
- An excellent communicator, you will need to ensure that the chaos of growth is managed well and people's productivity is effectively channelized to meet the company's goals.
