About YOSO Media

If you’ve enjoyed any of these content IPs recently, there's a good chance we played a role in their success:

- Vineeta Singh's New Podcast for Sugar Cosmetics
- The Barbershop Podcast
- Elevation Capital
- Asymmetric Podcast
- Prabhkiran Singh from Bewakoof
- Prashant Sachan

And that's just a glimpse of the incredible leaders we’ve had the privilege to collaborate with. Our clients include some of the top founders, CEOs, and entrepreneurs shaping industries across India. ? Over the last 6 months, we’ve:
- Launched 20+ podcast IPs
- Produced 300+ episodes
- Driven 100 million organic views per month

Our philosophy is easy: we build sustainable content that keeps delivering over time. While the world chases viral spikes, we focus on building systems. When the right strategy is in place, growth isn’t forced — it’s inevitable.

About the Role

YOSO Media is a ~50-person team of editors, writers, strategists, account managers and designers across Mumbai, Delhi, Bangalore and Pune, and we are building the people function from the ground up. As Head of People, you will be our first people leader. You will own everything from how we hire and set the bar, to how we review, pay, grow and retain the team — and you will build the systems that let two founders step out of day-to-day people decisions.

This is a builder’s role. There is no legacy function to inherit; there is a fast-growing creative team that needs clear roles, honest performance conversations, managers who know how to manage, and an HR operation that runs on time. You will lead a small team (Talent Acquisition Lead, People Operations Executive) and work directly with the founders on org design and headcount.

Key Responsibilities

Performance Management:

Own the performance system end to end — appraisal cycles, calibration, promotion and increment frameworks, and a fair, well-documented process for performance improvement. Make sure every person knows what “good” looks like in their role and how they are tracking against it.

Org Design & Workforce Planning:

Maintain a single,



accurate org chart with defined roles, levels and reporting lines. Partner with the founders on team structure, spans of control for pod leads, backups for single-person roles, and a headcount plan tied to revenue and delivery capacity.

Talent Acquisition Leadership:

Set the hiring bar with the founders and lead the Talent Acquisition Lead to deliver against it — structured interviews, standardized scorecards and live assessments, hiring managers running early rounds, founders meeting finalists only. Own time-to-hire and quality-of-hire.

Manager Enablement:

Most of our pod leads and senior account managers are first-time managers. Build the manager playbook — 1:1s, feedback, weekly planning, difficult conversations — and coach them on it.

Retention & Engagement:

Run stay conversations with critical talent, own the engagement survey and its follow-through, conduct exit interviews, and track attrition by team and reason. Bring early warning to the founders, with a recommended course of action.

Compensation & Benefits:

Build and maintain salary bands by role and level, run the increment budget with Finance, approve offers within bands, review pay equity, and own the benefits program — group health insurance, leave, and whatever we add next.

Policy & Compliance:

Write the employee handbook and keep it current — leave, work-from-home, attendance, code of conduct, POSH. Ensure statutory compliance (PF, ESI, PT, Shops & Establishments, gratuity) across all four states, working through the People Operations Executive and our compliance consultant.

Onboarding & Culture:

Design the first-90-days experience so new hires master the basics — hygiene, timelines,



quality — before they are stretched. Build the rituals and recognition that make our values visible, and drive adoption of AI-first ways of working across the team.

People Operations Oversight:

Run a tight HR operation through the People Operations Executive — HRMS as the single source of truth, payroll inputs on time every month, clean documentation, audit-ready records.

Founder Leverage:

Be the person the founders hand people decisions to. Publish a weekly people dashboard — headcount, open roles, attrition, bench, upcoming reviews — and bring recommendations, not just problems.

Qualifications

7–10 Years in HR:

With at least 3 years as an HR generalist, HRBP or people lead at a 50–300 person company. Media, creative, agency or high-growth startup experience strongly preferred.

Builder’s Track Record:

You have built or rebuilt at least one of: a performance management system, compensation bands, or a structured hiring process — and can show what changed as a result.

Compliance Fluency:

Working knowledge of Indian labour law and statutory compliance (PF, ESI, PT, Shops & Establishments, POSH, gratuity), ideally across multiple states — enough to direct a compliance consultant and catch what they miss.

Data & Tools:

Comfortable running an HRMS (Keka, greytHR, Zoho People or similar), fluent in Google Sheets/Excel, and able to build the dashboards you will be judged on.

Systems Thinker:

You design the process before you assign the person, and you write things down. You have turned a verbal culture into a documented one before.

Judgment & Discretion:

You can hold a hard conversation with kindness and clarity, handle confidential information with integrity, and disagree with founders when it matters.

AI-Native:

You use AI tools daily for drafting, analysis and process design, and you expect your team to as well.

Effective Communicator:

Clear, direct written and verbal communication — policies people actually read, feedback people can act on.

📌 Head of Human Resources (Mumbai)
🏢 YOSO Media
📍 Mumbai