Key Responsibilities This is a builder's role - not a maintenance role. You are not joining an HR team. You are creating one. The scope is broad, the ownership is complete, and the impact is direct.

Talent Acquisition & Workforce Planning Design and own the end-to-end recruitment process - from JD creation to offer rollout Build proactive talent pipelines for critical functions - sales, operations, supply chain, finance Identify and manage channel partners, job platforms, and referral networks for efficient sourcing Partner with the MD on org design - defining roles, spans of control, and reporting structures

Performance Management & Culture Design and implement the company's first structured performance appraisal and feedback system Build a culture framework - values definition, rituals, recognition programs, and team engagement Develop clear career progression paths and growth frameworks for each function Monitor and act on retention risks - exit interviews, pulse surveys, and engagement audits HR Policy, Compliance & Payroll Draft and implement comprehensive HR policies - leave, attendance, code of conduct, POSH, and more Own statutory compliance - PF, ESIC, Gratuity, Shops & Establishment Act, and applicable labour laws Oversee payroll processing accuracy and timely disbursement in coordination with finance Maintain clean employee records, contracts, and documentation standards

Onboarding, Learning & Development Design structured onboarding journeys that integrate new hires into the business within 30 days Identify L&D; gaps across functions and build targeted capability programs Support leadership development and succession planning as the team scales





Who Should Apply 5+ Years HR Experience Builder Mindset FMCG / Manufacturing Preferred Gujarati Preferred MBA HR / PGDM / Equivalent Ahmedabad Based FMCG / Manufacturing HR Background You have worked in FMCG, food, consumer goods, or manufacturing. You understand shop floor realities, field sales team dynamics, and the pace of these businesses. Builder, Not Just Operator You have set up HR functions, written policies from scratch, or built processes where none existed. You see a blank canvas as an prospect, not a problem. Strong in Both Compliance and Culture You can draft a POSH policy in the morning and run a team engagement session in the afternoon. You are not a specialist in one you cover the full HR spectrum. Leadership-Level Communication You are comfortable presenting to the MD, pushing back with data, and holding difficult conversations. You are a business partner, not just an HR admin. Who Should NOT Apply Compliance-Only Specialists If your entire experience is limited to payroll, PF, and ESIC with no cultural or recruitment ownership, this is not the right fit. Those Expecting an Established Team There is no HR team to walk into. You will build it. Candidates expecting to manage an existing department should look elsewhere. Process-Followers Without Strategy If you need a detailed SOP before taking any action, this environment will frustrate you. The role demands judgment, initiative, and independent thinking. Candidates Unwilling to Get Hands Dirty This is a senior role but not a distant one. You will be in the trenches - handling interviews, conducting onboarding, resolving conflicts, and building systems personally. The Bottom Line: We want someone who will be proud, 5 years from now, to say "I built that HR function." If that ambition resonates with you, we want to speak with you.

📌 Chief of Staff (Ahmedabad)
🏢 Parth Sarathi Partners
📍 Ahmedabad