We’re not looking for someone to manage HR.

We’re looking for someone to build the kind of company people want to belong to.

Buzz Up is growing. And we don't want to become another agency where people simply come in, complete tasks, attend meetings and leave.

We want a team where people think, take ownership, speak up, learn, challenge, grow and genuinely care about the work they put out.

That requires someone who can build the culture behind it.

Someone who understands people, not just policies.

Someone who can notice when a person is struggling before it becomes a performance problem.

Someone who can celebrate good work, hold people accountable and have difficult conversations without making the workplace toxic.

Someone who can tell the founder:

"This is what the team is actually feeling."

And tell the team

"This is what the business needs from you."

That's the person we're looking for.

What You'll Own

You will become the people layer of Buzz Up .

Your job is to make sure that as we grow, our people, culture and operating standards grow with us.

1. Build a culture people can feel

Not posters. Not Friday fun activities.

Real culture where

- People feel safe to speak honestly
- Expectations are clear
- Good work is recognised
- Poor performance isn't ignored
- People take ownership
- Learning and growth are part of the job
- Managers don't have to chase people every day

Your constant question: "What is it actually like to work at Buzz Up?"

And then do something about what you learn.

1. Build a team that doesn't need micromanagement

We believe: Adults should be able to own their work. You'll help make our systems around clear roles, weekly missions, measurable goals, accountability, feedback, quality standards and ownership actually work in practice.

If someone repeatedly waits for instructions, misses deadlines or avoids ownership, you should notice it.

Understand → Coach → Clarify → Support → Hold accountable.

1. Build the listening system

We want to know what our people are experiencing before it becomes a resignation, conflict or performance issue.

You'll build and manage

- 1:1 conversations
- Team pulse checks
- Onboarding & exit feedback
- Manager feedback
- Team health tracking
- Recurring issue identification

But collecting feedback isn't enough.



Listen → Understand → Identify the pattern → Act → Close the loop.

If five people face the same problem, we don't want five complaints.

We want one system improvement.

1. Know the people behind the numbers

You should know:
- Who is doing exceptionally well?
- Who is struggling or disengaging?
- Who is overloaded?
- Who wants to grow?
- Who is ready for more responsibility?
- Who needs coaching?
- Who is consistently taking ownership?

People are not spreadsheets. You need to know the people behind the numbers.

1. Build a serious performance culture

We believe: Freedom + Ownership + Accountability = Trust

You'll help build

- Role clarity
- KPIs & performance conversations
- Growth plans
- Recognition
- Improvement plans
- Promotion & performance frameworks

We don't want: "Nobody told me."

We want

"I knew what I owned, I knew the standard, and I took responsibility."

1. Own the employee journey

From: Hiring → Selection → Onboarding → Training → Growth → Feedback → Recognition → Performance → Retention → Exit A new employee should quickly feel:

"I know why I'm here. I know what's expected. I know how I can grow."

You'll also help us hire better through stronger JDs, interviews, assessments and onboarding .

The question we're always trying to answer: "Will this person thrive at Buzz Up?"

What We're Looking For

Your title matters less than your ability.

You may come from: People & Culture / HR / People Operations / Talent / Employee Experience / HRBP

We're looking for someone who:

- Reads people well — notices changes in behaviour
- Can have difficult conversations — doesn't avoid discomfort
- Builds trust — people feel comfortable talking to you
- Understands business — connects people, work quality, clients and business performance
- Is organised — because culture without systems becomes chaos
- Has backbone — empathetic, but willing to hold standards
- Thinks beyond HR — asks "Why does this keep happening?" ,



not just "Who made the mistake?"

This Role Is NOT For You If... You're looking for a traditional HR role focused mainly on:
- Attendance
- Leave
- Payroll coordination
- Documentation
- Policies
- Employee records

Those things matter. But they're not why we're hiring this role.

We want someone who wants to build something.

What Success Looks Like

After 6 months

- People know what they own
- Managers don't have to chase everything
- Problems surface earlier
- Feedback leads to action
- High performers feel recognised
- Underperformance is addressed
- People know how they can grow
- Team members feel comfortable speaking up
- The founder isn't the only person who knows what's happening inside the team

Most importantly: People should feel that Buzz Up is a place where they are becoming better professionals — not just working another job.Your First 90 Days

First 30 — Listen

Meet the team. Understand how Buzz Up actually works. Identify what's working, what's frustrating and where people are getting stuck.

Days 31–60 — Build

Set up the core people systems around 1:1s, team pulse, onboarding, role clarity, feedback, recognition and people tracking.

Days 61–90 — Improve

Identify patterns, fix recurring problems and help leadership make better people decisions.

Why This Role Is Different

We're not looking for someone to maintain a culture that already exists.

We're still building it.

You'll have a real opportunity to shape:

How people join.

How they learn.

How they work.

How they communicate.

How they grow.

How accountability works.

And ultimately, what Buzz Up feels like from the inside.

If that excites you more than maintaining an HR checklist, we'd love to meet you.

Role Details

Location: Vadodara, Gujarat - Mandatory

Employment: Full-time

Experience: 2–5 years preferred

Function: People & Culture / HR / People Operations

We care more about mindset and capability than years of experience.

How to Apply

Send us

1. Your CV

2. A short answer to this question:

"What is one thing most companies get wrong about building a excellent team?"

That answer will tell us much more about you than a generic cover letter.

If you want to build a company people genuinely want to belong to, we'd love to hear from you.

📌 People & Culture Lead (Vadodara)
🏢 Buzz Up Marketing
📍 Vadodara