Role & Responsibility:

As Manager - HR & Culture with robust emphasis on recruitment and culture-building. The manager is responsible for:

- Driving end-to-end talent acquisition (sourcing, interviews, onboarding).
- Managing HR operations (employee lifecycle, payroll inputs, compliance, documentation).
- Overseeing performance management (KRAs, appraisals, probation reviews).
- Handling compensation & benefits (salary benchmarking, appraisal cycles).
- Shaping organizational culture (employee engagement, grievance handling, recognition programs).

Duties: To build HR systems, strengthen workplace culture, and ensure smooth HR operations in a growing, founder-led organization. It combines strategic HR responsibilities (culture, performance, compensation) with hands-on recruitment ownership.

- Recruitment & Talent Acquisition: End-to-end hiring (sourcing, screening, interviews, offers, onboarding), market mapping, and agency management.
- HR Operations: Employee lifecycle management (onboarding, documentation, payroll inputs, compliance, exits) and maintaining accurate records.
- Performance Management: Define KRAs/KPIs, manage appraisal cycles, probation reviews, and performance improvement plans.
- Compensation & Benefits: Salary benchmarking, appraisal cycles, and transparent compensation decisions.
- Culture & Engagement: Foster ethics, accountability, and respect; handle grievances; design recognition and feedback mechanisms.

Education:

- Graduate, MBA / PGDM in HR is an advantage,



not a requirement.
- LLB / BA LLB: a plus, because VGIL works with employment contracts, overseas recruitment regulations, work-permit processes and lawyers.

Key Requirements:

- 5 to 8+ years of progressive HR Generalist / HRBP / People Operations experience with substantial hands-on recruitment.
- Strong 4 - 5 year builders and 810 year candidates who remain fully hands-on will be considered.
- Has personally sourced and closed mid-level and senior hires through LinkedIn, job portals, referrals and direct outreach not only through agencies and can show how they improved quality or time-to-hire.
- Hands-on with attendance and leave, onboarding, documentation, performance reviews, appraisals and employee relations.
- At least one HR system personally built from scratch: a policy set, hiring engine, PMS, appraisal process or HR calendar.
- A real retention example: the attrition problem, its root cause, the intervention and the outcome.
- Experience in a founder-led, SME or growth-stage business where they built or improved HR personally. Strong preference for a micro or small enterprise where they helped build the team as headcount grew.
- Non-negotiable: Genuinely wants a 5–20 person build-stage environment and will personally execute recruitment, HR operations, performance systems and employee matters without a support team.
- Strong written and spoken English; strong Hindi preferred

📌 Manager - HR & Culture (New Delhi)
🏢 Steersman Talent Acquisition
📍 New Delhi