HR & PEOPLE CULTURE MANAGER(Chief People Officer)

Company: Invogue

Location: Recent Delhi

Experience: 3–6 years

Work Mode: Full-time, Work from Office

Reports To: Founders

About InvogueFeatured in Shark Tank Season 5

Invogue is a fast-growing Shapewear brand built to make women feel confident in what they wear.

We started with shapewear and are building Invogue into a larger functional and fashionable, and base layer brand, with a strong focus on product, design, comfort, and innovation.

We’re a young, ambitious and fast-moving startup with a predominantly Gen Z team, and we’re building a culture that is high-energy, collaborative, accountable and unapologetically ambitious.

As we continue to grow, we’re looking for someone who can help us build the people and organisational foundation that will support that growth.

About the Role

We’re looking for an HR & People Culture Manager who can take complete ownership of our people, workplace and day-to-day HR operations.

This is not a traditional HR role where your job ends at hiring, attendance, and paperwork.

You will be the go-to person for the entire team, from finding and hiring great people to onboarding them, managing employee concerns, maintaining workplace discipline, handling office operations, and helping build a strong company culture.

Since we are a startup, we need someone who is hands-on, proactive and comfortable wearing multiple hats.

You should be someone who can spot a problem, figure out the solution, and get it done without waiting for the founders to tell you what to do.

What You’ll Own

1. Hiring & Recruitment

- Own the end-to-end hiring process across functions.
- Understand hiring requirements from founders and functional leads and create relevant JDs.
- Source candidates through LinkedIn, Naukri, referrals, and other channels.
- Screen candidates and conduct initial HR interviews.
- Coordinate interview rounds and maintain candidate pipelines.
- Manage offer negotiations, documentation, and joining formalities.
- Build and maintain a strong talent pipeline for future hiring needs.
- Continuously improve our hiring process and candidate experience.
- Help ensure we hire people who are not only skilled but also a strong culture fit.

2.

Employee

Management & People Operations

- Act as the primary HR point of contact for employees.
- Manage the complete employee lifecycle: joining, onboarding, probation, confirmation, transfers, performance discussions, exits, and full & final.
- Maintain accurate employee records and HR documentation.
- Manage attendance, leave, WFH, and employee-related processes.
- Handle employee queries and concerns in a fair, professional, and timely manner.
- Identify people-related issues before they become bigger problems.




- Work closely with founders and team leads on employee performance and behavioural concerns.
- Maintain a healthy balance between being approachable and maintaining professional boundaries.

3.

Office

Administration & Operations

- Take ownership of the overall office environment and day-to-day administration.
- Coordinate with vendors, housekeeping, maintenance, internet, supplies, equipment, and other office requirements.
- Ensure the office is clean, organised, functional, and well-maintained.
- Manage office supplies, stationery, pantry requirements, and inventory.
- Coordinate repairs, maintenance and other operational requirements.
- Manage office-related bills, vendor coordination and documentation.
- Handle employee logistics and general office requirements.
- Ensure the office runs smoothly without founders having to micromanage everyday operational issues.

4. Policies, Processes & Compliance

- Implement and maintain HR policies and processes.
- Ensure employees understand company policies and expectations.
- Maintain proper documentation for leave, attendance, WFH, probation, performance, and exits.
- Ensure HR processes are compliant with applicable labour laws and regulations, with external professional support where required.
- Regularly review policies and suggest improvements as the company grows.
- Maintain confidentiality of employee and company information.

5. Culture & Team Management

- Help build a workplace culture that is fun, professional, and high-performing.
- Organise employee engagement activities, team events, celebrations and initiatives.
- Understand and connect with a predominantly Gen Z workforce while maintaining professional standards.
- Help resolve interpersonal conflicts and workplace issues.
- Encourage clear communication and accountability across teams.
- Work with managers to improve employee engagement and retention.
- Be someone employees feel comfortable approaching while still being able to make difficult calls when required.

6.

Performance & Accountability

- Coordinate probation and confirmation reviews.
- Support managers with performance reviews and feedback processes.
- Help establish clear KRAs/KPIs and performance expectations.
- Track recurring performance or behavioural issues.
- Ensure performance-related documentation is maintained.




- Support founders/managers in taking appropriate action when expectations are not being met.

What We’re Looking For

- 3–6 years of experience in HR, People Operations or HR Generalist roles.
- Strong experience in end-to-end recruitment and hiring.
- Good understanding of the employee lifecycle and HR operations.
- Experience handling office administration and vendor management is strongly preferred.
- Extremely organised and detail-oriented.
- Strong communication and interpersonal skills.
- Someone who can confidently handle difficult conversations and employee issues.
- Ability to maintain confidentiality and exercise good judgement.
- Comfortable working in a fast-paced startup workplace.
- Someone who can work independently without needing instructions for every task.
- Strong ownership mentality — if something falls under your responsibility, you make sure it gets done.
- Comfortable working with a young, fast-moving and predominantly Gen Z team.

You’ll Be a Excellent Fit If You ArePeople-oriented, but not a pushover.

You know how to listen to employees while still maintaining company standards.

Organised, but not bureaucratic.

You can bring structure without creating unnecessary processes.

Approachable, but professional.

People can come to you with problems, but they also know you will hold them accountable.

Hands-on, not just managerial.

You’re comfortable doing the work yourself rather than delegating everything.

Proactive.

You notice problems before the founders have to point them out.

Startup-minded.

You’re comfortable when things change quickly and there isn't a 50-page SOP for everything.

Key Responsibilities at a Glance

People

- Hiring
- Onboarding & offboarding
- Employee relations
- Attendance & leave
- Performance management
- Employee engagement
- Conflict resolution

HR

- HR policies
- Documentation
- Probation & confirmation
- Payroll coordination
- Compliance coordination
- Full & final processes

Office

- Office administration
- Vendors
- Housekeeping
- Supplies & inventory
- Maintenance
- Workplace management

Success in This Role Looks Like

- We consistently hire strong people quickly.
- Employees know exactly where to go when they have an HR or workplace issue.
- HR processes happen on time without founders chasing them.
- Office operations run smoothly.
- Policies are followed consistently and fairly.
- Performance and behavioural issues are addressed early.
- The team feels supported while maintaining a high-performance culture.
- Founders can trust you to independently own the people and office function.

This is a high-ownership role for someone who wants to help build the people and organisational foundation of a growing brand not simply maintain an existing HR system.

📌 HR & PEOPLE CULTURE MANAGER (New Delhi)
🏢 Invogue Shop
📍 New Delhi