Senior HRBP

About the Role

Location: Gurgaon/ Delhi NCR [Hybrid]

This is a 100% Individual Contributor role with zero direct reports or administrative coordinators (supported only by a lean internal finance team). In this position, you will own the entire employee lifecycle end-to-end, balancing high-level strategic alignment with the Managing Director and Head of Finance alongside heavy, continuous tactical execution. Your workload will shift dramatically based on deeply cyclical organizational needs across the year:

• December & January: You are intensely focused on the primary performance management cycle, running evaluations and pulling baseline compensation data together.
• February & March: You pivot to become a compliance and headcount engineering anchor, locking down workforce planning with business heads, adjusting policies/benefits, and fully clearing out remaining professional development budgets before the financial year closes.
• April to June: You transition smoothly into peak solo recruitment season, opening roles, talking to managers, and single-handedly sourcing, interviewing, and issuing offers.
• June & July: You run the mid-year performance cycle, mapping talent from a retention and feedback perspective to phase out or transition low performers smoothly months in advance.
• August to October: You manage business-as-usual, trailing recruitment spillovers, adjusting hiring strategies, executing mandatory training (like POSH), and crucially, defending data integrity under the microscope of intensive external donor audits.

To succeed, candidates must possess the maturity and professional grit to sense the underlying "nerve" of a remote team, alongside absolute comfort handling repetitive administrative grunt work—from formatting job cards to auditing statutory registers—with zero internal buffer.

Key Responsibilities

1. Talent Acquisition & Solo Execution

• Execute 100% of the end-to-end recruitment lifecycle independently across all functions—from writing, formatting, and publishing job cards directly into the ATS to cold sourcing, setting scorecard matrices, and managing candidate pipelines.
• Partner directly with hiring managers to deep-dive into talent requirements and ensure the timely, independent closure of critical paths within a 60-day window.
• Own the final negotiation loops, benchmarking data mapping, and manual offer generation entirely alone, ensuring absolute candidate experience continuity and building strong talent pipelines.
• Lead grass-roots employer branding and local hiring initiatives to attract high-quality talent.

2. HR Operations, Audit Defense & Compliance

• Serve as the absolute anchor and primary point of contact for intensive external donor, legal, and financial compliance audits, maintaining flawless employee documentation files under rigorous, line-by-line scrutiny.
• Personally maintain, audit, and systematically update state-specific labor compliance forms, internal safeguarding verification trails, and statutory employee records.
• Oversee and streamline all automated HR systems, leave logs, and employee lifecycle document compilation.
• Manage HR operations including onboarding, employee documentation, HR systems, records management, and policy implementation.

3. Cyclical Performance, L&D, Retention & Budget Engineering

• Govern the biannual performance evaluation framework, guiding managers through goal setting, feedback tracking, and objective performance metrics.
• Proactively map organizational talent health to isolate performance drops 6 months before review cycles, managing graceful, transparent career transitions rather than relying on sudden, defensive PIP frameworks.
• Partner with the MD and Finance team during the close of the financial year to execute headcount forecasting, benefit updates, and track the full utilization of the fixed corporate Professional Development (L&D) budget.
• Partner with team leads to identify capability-building and training needs.
  

4. HR Business Partnering & Team Diagnostics

• Act as a high-integrity, trusted advisor to senior leadership and employees across remote setups, managing employee relations, grievances, and policy implementations with deep empathy and firm boundaries.
• Maintain an organic, documentation-free radar for internal team sentiment and friction points, keeping the Managing Director strategically informed while ensuring the HR desk remains an objective, professional space rather than an open gossip mechanism.
• Others: Support organization design, overarching people strategy frameworks, and targeted professional coaching as and when required by the leadership team.

About You (Qualifications & Mindset)

• Experience: 10+ years of HR Generalist or HRBP experience. Prior exposure to lean startups, consulting, or progressive social-impact platforms is highly preferred.
• Execution Reality: Proven historical track record as a pure, standalone Individual Contributor. You are energized by high-level organizational strategy but possess zero ego about diving into highly manual, repetitive administrative entries and operational data archiving.
• Professional Grit & Boundaries: You demonstrate a high level of professionalism, discretion, and unyielding integrity. You excel at managing multiple priorities in a fast-paced environment and can build effective, collaborative working relationships across remote functions.

Core Competencies for Success

• Mastery over the entire lifecycle, blending deep strategic understanding with absolute ground-level execution.
• Complete comfort working without recruitment coordinators or external agency support to find and close niche talent.
• Exceptional attention to detail in document architecture, statutory registers, and the creation of flawless audit trails.
• Strong communication, presentation, and interpersonal skills with the explicit ability to leverage data to push back on unbudgeted leadership requests.
• Strategic foresight to map organizational talent, run fair appraisal feedback loops, and systematically isolate underperformance early.
• The ability to navigate complex employee relations issues and grievances smoothly using structured, empathetic frameworks while maintaining explicit professional boundaries.

Compensation: Benchmarked at ₹25 - ₹30 LPA, commensurate with experience.