Job Purpose :To lead and build the HR function, driving talent acquisition, statutory compliance, performance management, and organisation design as the company scales from a focused multi-city operation to a national platform. The role requires a hands-on HR leader who can operate as a thought partner to the CEO while managing a lean, multi-functional HR team and building people systems from the ground up.

Key Responsibilities

- Architecting the Organisation
- Partner with the CEO to design the organisation structure and manpower plan needed to scale from the current base to a national platform.
- Lead, mentor and manage a lean HR team of 3–4 professionals across TA, HR operations, payroll and compliance.
- Building the Leadership Engine
- Drive senior and leadership hiring in direct partnership with the CEO, attracting high-caliber leadership talent to the organisation.
- Build structured leadership pipelines and onboarding for business-critical roles.
- Talent Acquisition as Competitive Advantage
- Own end-to-end recruitment — sourcing, interviewing, offer negotiation and onboarding across corporate, sales and field roles.
- Build scalable hiring pipelines and track recruitment TAT, cost-per-hire and quality-of-hire to support rapid headcount growth across cities.
- Performance and the Culture Operating System
- Design and drive the performance appraisal cycle (goal-setting, mid-year review, annual appraisal) linked to KRAs/KPIs.
- Build a performance-oriented, execution-focused culture consistent with the company's operating discipline.
- Leadership Development and Succession
- Support functional leaders with performance improvement plans, talent calibration and succession planning for key roles.
- Identify and develop high-potential talent to build bench strength ahead of scale.
- HR Operations, Compliance and Governance
- Discharge Principal Employer obligations under the Contract Labour (Regulation & Abolition)



Act for manpower deployed through vendors/distributors — contractor licensing, wage and statutory-remittance verification, and periodic vendor compliance audits.
- Supervise payroll, HRMS and HR policies/SOPs across all locations.
- People Analytics and Decision Architecture
- Own HR MIS and dashboards for leadership — headcount, attrition, cost-to-company and compliance status.
- Use data to inform workforce planning, retention strategy and organisation design decisions.
- Building the AI-Native HR Function
- Drive HR digitisation and adoption of AI-enabled tools across recruitment, payroll and HR operations, suited to a lean, multi-city model.
- Evaluate and implement HRMS/AI tools that improve efficiency for a lean HR team.

Key Skills & Competencies

- Proven experience managing a full-stack HR function — TA, HR operations, payroll/C&B; and PMS — within a lean team structure.
- Strong working knowledge of Principal Employer obligations under the Contract Labour (Regulation & Abolition) Act for a vendor/contractor-led workforce.
- Solid stakeholder management and communication skills; data-driven decision-making using HR analytics and HRMS tools (Darwinbox, Zoho People, GreytHR or equivalent).

Qualifications & Experience

- Education: Regular full-time MBA/PGDM in Human Resources, ideally from a Tier-1 institution.
- Experience: 10–15 years of post-MBA experience, having built (not inherited) an HR function inside a high-growth environment. Relevant backgrounds include consumer, retail, e-commerce, FMCG, technology, logistics, B2B commerce, or high-growth.
- Strong preference for candidates who have scaled organisations through inflection points — most often 100→500 or 500→1,500 employees — and who can describe, in operational detail, what they built, what worked, and what they would do differently.
- Demonstrated success in attracting, developing and retaining high-caliber leadership talent.

📌 Deputy General Manager Human Resources (New Delhi)
🏢 Satya Retail
📍 New Delhi