You own the culture and people reset at OneMetric — turning a 130-person bootstrapped scale-up into a place where the best people look up, see a future, and decide to stay and build it.
Why This Role Exists
We've scaled rapidly over the last few years and are now at a stage where investing in people, managers, and culture is critical for our next phase of growth.
This role isn't about inheriting a mature People function. It's about building one.
You'll have the opportunity to work directly with founders and business leaders to create the people foundations that help employees grow, managers lead effectively, and teams perform at their best.
What You’ll Do Day-to-Day
- Be the person who knows the pulse of the company better than anyone else — what’s working, what’s quietly breaking, who’s thriving, who’s drifting.
- Build the infrastructure we don’t have yet: career paths, skill rubrics, feedback rhythms, onboarding, manager coaching. Some of this is starting from scratch.
- Partner with team leads to turn average managers into good ones — and good ones into great ones. This is the single biggest lever you’ll pull.
- Run regular, honest measurement of how our people are doing — eNPS, pulse surveys, attrition analysis — and turn the data into decisions.
- Partner with managers on the people who are struggling. Most can be coached back. Some can’t — and when that’s the call, you make sure we handle it with clarity and dignity.
- Sit in on hiring for every senior role. We’re not adding more cultural debt.
- Be the trusted ear for anyone in the company. Build that trust deliberately.
- Work side-by-side with the one person currently doing HR part time. They’ll report to you once you’ve settled in — but earn their trust first.
- Give the co-founders hard feedback, including about us. That’s the job.
What Success Looks Like
-Non-Negotiable KPIs (12 months)
- Regrettable attrition cut in half — measured against the baseline you establish in your
📌 Head - Culture & People Ops (Gurugram)
🏢 OneMetric
📍 Gurugram
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