About the Role

The Manager – People and Culture serves as the operational engine of all core P&C; systems. While the role requires a comprehensive/generalist understanding of the entire employee lifecycle, its primary mandates are dual-focused: leading high-impact talent acquisition strategies and designing business-aligned, programmatic onboarding frameworks that set current hires up for long-term success.

The ideal candidate is someone who brings sharp market intelligence, outstanding stakeholder management skills, and the mental stamina to run high-volume pipelines and leadership-level hiring funnels simultaneously without dropping the quality of the candidate experience.

Key Responsibilities:
End-to-End Talent Acquisition & Headhunting [Core Focus]
Niche & Leadership Sourcing: Manage the end-to-end recruitment lifecycle for diverse and niche roles across civic tech, urban planning, policy research, advocacy, and leadership tracks.
Active Headhunting: Move beyond traditional job boards; actively source passive, high-caliber talent through LinkedIn Recruiter,



industry mapping, and direct outreach.
Stakeholder Advisory: Partner directly with senior leadership and Program Directors to run strategic workforce planning, helping them define and structure roles before opening mandates.
Selection Rigor: Standardize screening assessments, structure interview panels, and drive fair, competency-based evaluation frameworks to raise the hiring bar.
Negotiation & Closure: Own the salary negotiation process, pitching the organization's mission-driven value proposition effectively to close top candidates.
DEI Hiring Agenda: Actively design and run diverse hiring initiatives to build a highly inclusive and diverse workplace across gender, geography, and backgrounds.
Employer Branding & Pipeline Building
Brand Positioning: Articulate and champion the organization's Employee Value Proposition across LinkedIn, social media, and industry networks to position the o

📌 Manager – People Bengaluru
🏢 Arthan
📍 Bengaluru