About SleepyCat

SleepyCat is one of India's leading D2C sleep brands, now combined with Springwel, a legacy mattress and foam manufacturer. Our ~200-person organisation spans corporate teams (marketing, e-commerce, tech, finance), retail stores, factories and warehouses across Mumbai and NCR.

Role Details

Designation: Head – HR

Location: Mumbai (covers HR for all offices including NCR, plants at Dharuhera, and warehouses)

Reporting to: Founder & CEO

Job Purpose

We are hiring our first Head of HR with full people ownership across both entities — corporate and plant. Today, parts of HR run through a group shared-services setup. Your mandate is to build an in-house people function that earns the organisation's trust: honest communication, fair performance management, a hiring engine that raises the talent bar, and people operations that never embarrass the brand.

This is a culture-building role first and a process role second.

What You Will Own

1. Culture, Communication & Trust

- Direct communication rhythms: all-hands, leadership updates and change communication, so the team hears news from leadership rather than through the grapevine
- Leadership coaching: work with founders and function heads on feedback culture — private correction, public appreciation, and psychological safety
- Policy reset: review attendance, flexibility and workplace policies so they build trust rather than signal control

1. Retention & Talent Health

- Retention risk management: know the top 20 critical people, their risks and their growth plans, and act before the resignation letter
- Exit intelligence: structured exit interviews with honest findings reported to leadership, plus offer-drop and renege analysis feeding back into hiring




- Burnout and workload signals: quarterly 1:1 dipsticks across departments, including ops and factory teams, with visible follow-through

1. Hiring Engine

- Own the hiring funnel end-to-end: role scoping and JDs, budget alignment before interviews, structured evaluation, and offer-to-join management
- Raise the talent bar: replace pressure-driven hiring with planned hiring tied to the AOP, and refresh salary benchmarks against current market
- Leadership hiring: run searches for critical leadership roles hand-in-hand with founders

1. People Operations (In-Housing)

- Transition HR operations in-house from group shared services: payroll accuracy, PF and statutory hygiene, HRMS ownership, letters and documentation
- Full-and-final settlements: a defined SLA for exits, honoured every time — exiting employees are brand ambassadors
- Appraisal cycles on calendar: transparent structures, on-time increments, and incentives paid when promised

1. Org Design & Integration

- SleepyCat–Springwel people integration: one org structure, common grading and KRAs, clean inter-entity movement with due process
- Org effectiveness: spans of control, role clarity, and restructuring support as the business evolves

1. Factory & Frontline HR

- Blue-collar and plant HR: compliance, contractor management, discipline processes, and engagement for factory and warehouse teams





What Success Looks Like (Year 1)
- Regrettable attrition visibly down, with a critical-role bench identified and engaged
- Offer-drop rate reduced, with an offer-to-join process the business trusts
- FnF and payroll issues at zero, and appraisals delivered on published dates
- Team survey and pulse showing rising trust in leadership communication and fairness
- Hiring tied to the AOP, with refreshed compensation benchmarks in use

Must-Haves
- 4–10 years in HR, with at least 3 years leading an HR function (Head of HR or HRBP lead with full-stack ownership) in a 300+ person organisation
- Consumer and manufacturing exposure: has owned HR for both corporate/digital teams and plant/frontline workforces
- Has built or in-housed an HR function, whether from shared services, group HR or scratch — payroll, HRMS, policies and processes
- Culture and retention track record: can show a measurable turnaround in attrition, engagement or employer trust
- Personal credibility: a high-empathy, direct communicator who is comfortable challenging founders and function heads

Valuable to Have
- D2C, retail or e-commerce industry experience
- Experience through a merger or multi-entity people integration
- Exposure to compensation benchmarking studies and incentive design

What's In It for You You will define the people function of a category-leading consumer group from near-scratch, with a direct line to the CEO and COO, and a mandate that has board-level backing.

To apply, share your CV at [email protected] along with the following details-

Current CTC

Expected CTC

Current Location

Willingness to work from office (Prabhadevi, Mumbai)

📌 Head- HR (Mumbai)
🏢 SleepyCat
📍 Mumbai