HR Business Partner

HR GeneralistAbout the Company

A fast\-growing D2C skincare brand built for Indian skin, with clinically formulated solutions for brown skin. The company is scaling rapidly across marketplaces, and its people function needs to scale with it.

The Opportunity

This is an opportunity to build a career in HR at the ground floor of a fast\-growing, founder\-led D2C brand, working alongside a team of employees who are genuinely passionate about building solutions for a niche, underserved market.

A senior HR leadership team will own HR strategy and solution design; this role exists to bring that strategy to life on the ground, every single day. The successful candidate will work from the office, close to the business, with direct visibility into how a scaling company actually runs.

What makes this role distinct is the mentorship built into it. The successful candidate will work closely with, and learn directly from, senior HR leaders, giving them an accelerated view into how HR strategy is designed, not just executed. The company is looking for someone smart, comfortable working with multiple stakeholders, and able to stay sharply focused on the purpose of the role while taking ownership to get things done.

A Note on Where This Role Is Headed

This is a junior role today, deliberately so. It's designed as an entry point, not a ceiling. As the company's HR function matures and new initiatives roll out, this role is expected to expand in scope and seniority, including, over time, taking on leadership of workstreams and mentoring others within the HR function.

What the successful candidate is signing up for on day one is the ground\-level version of a role that will grow significantly bigger for the person who grows with it.

Key Responsibilities1\. Talent Acquisition

• Understand manpower requirements and partner with hiring managers to build accurate job descriptions.
• Source candidates from credible channels, screen profiles, and coordinate interviews.
• Support the full recruitment lifecycle — offer negotiation, background checks, offer rollout, and candidate engagement through to joining.
• Build a hiring pipeline that keeps pace with business growth, not just current headcount gaps.
• Own onboarding and induction for new hires, ensuring every new joiner's first weeks feel welcoming and well\-organised.

• *Key Metric:** Hiring manager satisfaction score, new hire satisfaction score, and turnaround time (TAT) for requisitions.

2\. Business Partnering \& Stakeholder Collaboration

• Act as custodian of HR processes and workflows initiated by the HR leadership team, ensuring they run smoothly day\-to\-day.
• Be the HR function's presence on the ground—visible, responsive, and trusted by employees and managers, translating leadership intent into daily reality.
• Champion company culture in everyday interactions, acting as a consistent thread between leadership intent and employee experience as the organisation scales.

• *Key Metric:** Stakeholder feedback.

3\. Performance, Culture \& Employee Experience

• Execute the on\-ground work of performance management cycles—goal\-setting, reviews, and continuous feedback.
• Partner with stakeholders to protect the integrity of HR systems and processes as the company scales.
• Own employee engagement initiatives and act as the trusted first point of contact for employees.
• Support employee wellbeing by staying attuned to team workload and morale, and flagging concerns early.
• Help identify learning needs and coordinate access to growth and development opportunities as they arise.
• Run recognition moments that make good work visible and valued across the team.

• *Key Metric:** 100% compliance to each process step.

4\. Employee Relations \& Statutory Compliance

• Handle employee relations matters with maturity, discretion, and fairness.
• Support investigations and disciplinary processes as needed.
• Communicate and clarify HR policies for employees and managers, ensuring consistent understanding and fair application.
• Manage the exit process end\-to\-end—resignation acceptance, exit interviews, full \& final settlement coordination, and a respectful, clean offboarding experience.

• *Key Metric:** Zero unresolved grievances beyond SLA; full compliance with statutory timelines.

5\. HR Operations \& Data

• Support payroll inputs and personnel administration in coordination with finance.
• Maintain accurate, audit\-ready employee data and documentation.
• Use HR metrics and data to inform decisions, not just report on them.
• Manage the employee benefits portfolio.

• *Key Metric:** Payroll input accuracy and on\-time submission; audit readiness score.

Required Qualifications

• 2–5 years of HR Generalist / HRBP experience, ideally in a fast\-scaling consumer/D2C company.
• Strong working knowledge of Indian labour law and hands\-on employee relations experience.
• Proven, end\-to\-end recruitment ownership.
• Comfortable operating with high autonomy in a low\-process, fast\-paced environment.
• Excellent communication skills, with the ability to engage confidently with senior stakeholders.
• MBA in HR preferred, but not mandatory.

Pay: ₹600,000\.00 \- ₹750,000\.00 per year

Work Location: In person