About the Role: The People and Culture function withinthe organization exists to find passionate people, bring them inwell, and help them stay, grow, and contribute over long tenures.This function reporting to the People and Culture Manager willcover talent acquisition, onboarding, engagement, learning anddevelopment, organisational culture, and statutory compliance. TheSenior Associate – People and Culture will be the first point ofcontact for every candidate who writes/ applies to the organizationas well as the person who shapes a current joiner's first weeks. Therole is hands-on, forward-facing, and operationally dense. It alsodemands warmth, process discipline across multiple hiring cycles.Key Responsibilities: A) Talent Acquisition (Core Focus) Run fullrecruitment cycles across roles and programs — from finalising jobdescriptions with hiring managers through sourcing, shortlisting,interviewing, offer, and close. Build a range of sourcingapproaches for open positions, ranging from targeted outreach,referrals, and via the internship pipeline. Be in-charge ofemployer branding on relevant platforms. Work closely with hiringmanagers to understand what each role really needs, and bring apoint of view on fit and quality of hire. Maintain recruitment datathat tells the organisation what is working and what is not onmetrics like time to hire, sourcing effectiveness, and conversion.Develop the internship program as a genuine pipeline forassociate-level hiring. B) Employee Life Cycle Own the end-to-endonboarding experience, from pre-joining paperwork to the first day,first week, and first month for a new hire.



Coordinate withadministration, IT, and finance to ensure systems and access, areready before a new hire arrives. Run orientation sessions thatintroduce the organization's work, culture, people and itspolicies. Manage separation and clearance processes with the samecare as onboarding. C) Employee Engagement Plan and run an annualengagement calendar across the organization's offices. Coordinatewith internal teams and external partners on events and convenings.Run annual engagement surveys and translate findings into specificimprovements the organisation can act on. D) Organizational CultureHelp maintain a consistent, vibrant culture across locations inline with the organization's Culture Codes. Support the Manager –People and Culture in refreshing policies and practices that makethe organization a more inclusive place to work. Notice earlysignals in surveys, conversations, or attrition patterns —thatsomething needs attention, and flag them in time. E) Others Preparemanagement reports and dashboards for leadership, presenting dataand analysis that help in decision making. Track emerging practicein people and culture practice within the social sector and outsideas to bring ideas back for evaluation Qualifications andExperience:



MBA or equivalent Master's degree with a specialisationin Human Resources. 4-6 years of relevant experience, preferably ina role combining recruitment and culture work. Prior experience ina not-for-profit or mission-driven organisation is welcome but notrequired. Non-negotiable capabilities Process discipline. Abilityto run several hiring cycles in parallel without dropping threads,losing candidates, or missing deadlines. Warmth in communication.Candidates and new joiners form impressions of the organizationfrom their first exchanges with this role. Those impressions last.Curiosity about the work. The Senior Associate represents theorganization's programs to every candidate. That requires realunderstanding of what the organization does and why it is hard.Judgement about people. Ability to read candidates, assess fitbeyond the CV, and spot both potential and risk early. Datafluency. Ability to work with hiring and engagement data and turnit into actionable insight for leadership. A collaborative styleacross functions — hiring managers, program leads, administration,and finance. What success looks like (12 to 18-month view) Hiringcycles run on predictable timelines, and hiring managers trust thefunction. New joiners have a consistent, well-coordinated firstmonth and can describe the organization's work confidently withinweeks. An engagement calendar is live, used, and refreshed eachyear based on what staff actually value. The function has reliabledata on who is joining, who is leaving, and why — and uses it toinform decisions.

📌 Senior Associate - People And Culture (Karnataka)
🏢 Arthan
📍 Karnataka