Senior Human Resources Business Partner

Job Description - Senior HR Leader (Reporting to Founders)

We are a fast-growing challenger consumer company operating across multiple states with ambitious scale-up plans. As the organization grows in size and complexity, we are looking for a senior HR leader who operates as a direct extension of the founders on all people, culture, performance, and governance matters. This role reports directly to the founders, has no layer in between, and carries real authority.

Role Objective

The primary objective of this role is to build and sustain a high-performance, high discipline organization. The role holder will own company culture, ensure strong performance management, design scalable org structures, and significantly reduce founder bandwidth on people-related issues while protecting the company from people risk.

Key Responsibilities:

- Culture & Values Ownership : Define, document, and institutionalize company culture and non-negotiables. Actively identify cultural misfits, toxic behavior, or entitlement mindsets and recommend corrective action or exits irrespective of seniority.

- Discipline, Conduct & Governance : Own attendance discipline, oKice working norms, leave adherence, POSH, code of conduct, internal investigations, warnings, and terminations. Ensure all actions are clean, firm, consistent, and legally sound.

- Org Design & Role Clarity :Design and continuously refine the organization structure aligned to current and future scale. Ensure clear reporting lines, ownership, KRAs, and accountability. Actively prevent role overlap, ambiguity, and title inflation.

- Hiring & Talent Quality : Own end-to-end hiring for leadership and critical roles. Build a strong hiring framework with mandatory cultural fit assessment and rigorous reference checks. Ensure only high-quality, values-aligned talent enters the organization.

- Performance Management : Design and drive a robust performance management system including role-wise KRAs, quarterly reviews, performance ratings, PIPs, and time-bound improvement plans. Recommend exits for consistent non-performers.

• - Compensation, Incentives & ESOPs : Design compensation structures aligned to market benchmarks and internal equity. Own variable pay frameworks, incentive plans, ESOP allocation philosophy, and retention plans for top performers.

Budget : Upto 18 LPA

Location : Sec 44, Gurufram