Goodman Vetcare | Sewree, Mumbai | On-site

Build a team people are proud to belong to—and a company they know they can rely on.

Goodman Vetcare is the business behind Goodman stores and Animeal. We’ve served pet families since 1989 and are preparing for significant expansion across India.

We’re looking for someone to build the people, leadership and systems that will make that growth sustainable.

This role comes with direct access to the CEO, authority to lead the people function and support to add specialist resources as needed. It also comes with responsibility: understanding what is missing, deciding what needs attention first and seeing the work through until it makes a difference.

Where you’ll start

We currently have approximately 44 employees across our stores, warehouse and office, with one HR colleague handling recruitment, HR operations and administrative coordination.

Our office is a small, practical workspace in Sewree, where we expect to remain for at least another year. You should be comfortable working closely with teams on the ground, visiting our operating locations and travelling as we expand.

What you’ll build and own

Better hiring, at every level

Work with founders and department heads to understand what each role needs to achieve, identify capability gaps and bring in people who can move the business forward.

Personally lead critical and senior hiring. Build a dependable selection process across roles using structured interviews, relevant practical assessments and reference checks. Help us recognise ownership, resourcefulness and learning ability through evidence—not just interview confidence.

Plan hiring ahead of expansion and build pipelines for important roles.

Learning and development that prepares people to succeed

Establish onboarding and training, particularly for store, sales and customer-facing teams. Our people should have the knowledge,



empathy and confidence to serve pet families well and sell responsibly.

You will own the framework, hire or engage an L&D;/training resource and work with pharmacists and subject experts. Build assessments and follow-up that show whether people are ready to work independently and whether their performance improves.

Make this training repeatable across locations before expansion accelerates.

Clear expectations and meaningful development

Help department heads translate annual business and team-development goals into monthly milestones, regular reviews, coaching and fair appraisals.

Create a system people understand and managers actually use. Help employees develop their strengths, take on greater responsibility and see a future for themselves in the company.

A culture of high standards and dependable support

We believe the company should work for its people as much as its people work for the company.

Turn that belief into everyday actions: listen, follow through on concerns, recognise contribution, support employees during difficult times and help managers lead fairly.

Build employee feedback and concern-resolution processes that lead to action. Make recognition and team activities thoughtful parts of the working setting. Address difficult conversations with empathy, clarity and accountability.

A people function that can support national growth

Establish practical policies, workforce plans and manager responsibilities across stores, warehouse and office. Oversee reliable HR operations and coordinate compliance with the appropriate specialists.





Develop future managers and team leaders, and build the HR and L&D; team as the business requires.

Who will do well here

You have personally built or significantly improved people practices in a growing business, ideally involving frontline or multi-location teams.

You can explain

- What was missing and how you recognised it.
- What you personally decided and implemented.
- How you handled resistance, limited resources or setbacks.
- What improved—and what continued working without your daily involvement.

You bring strong hiring judgment, experience developing employee capability and the confidence to challenge founders and department heads constructively.

You take responsibility for progress. When something is blocked, you investigate, propose options, seek the support needed and follow through. You communicate difficulties early and stay honest about results.

You care about the quality of the team you build and whether employees trust the company, grow in their roles and feel proud to contribute.

You do not need to have held a Head of HR title before. We are open to someone ready for that step, provided they can demonstrate the groundwork and judgment this role requires.

Reporting, compensation and joining

You will report directly to the CEO and work closely with the founders and department heads.

Compensation is flexible for the right candidate, based on the responsibilities they can own and the experience they demonstrate. This is a priority hire; we will accommodate a reasonable notice period.

When applying

Along with your CV, share a brief example of a people initiative you personally built or improved:

What was missing, what made it difficult, what did you do yourself, and how did you know it worked?

We’re interested in your actual contribution. A short, specific answer is enough.

Email us on: [email protected]

📌 Head of People & Culture (Mumbai)
🏢 Animeal
📍 Mumbai