We are hiring an HRBP who will spend the majority of their time driving hiring at speed and quality, and the rest building the people systems that keep the org functioning as it scales from a 100 to 200 member team.

Talent Acquisition (70%)

- Own end-to-end hiring across functions, driving down time-to-close and talent density without compromising candidate quality.
- Build sourcing channels that do not depend on a single pipeline.
- Identify bottlenecks in the current hiring process and fix them as hiring volume grows.
- Partner directly with hiring managers to close critical roles.

People Systems (30%)

- Build and refine performance management, career progression, and retention frameworks appropriate to Loop's current stage and growth trajectory.
- Identify where existing informal systems are starting to break as the team grows,



and replace them with structured, repeatable processes.

Role Context

What this role is not: executing a fixed playbook. You will be handed problems, not project plans, and expected to structure your own approach, working closely with the stakeholder.

You are a fit if you have:

- Owned hiring end to end at a rapid-growing company, not just executed within.
- Built at least one people system (performance, career, or retention) from scratch, even if TA is your primary strength.
- Influenced hiring managers or leadership without formal authority over the outcome.
- A bias for frameworks and metrics over case-by-case firefighting.

📌 Loop HR Business Partner (India)
🏢 Loop Subscription
📍 India