Chief People Officer, Delhi

• Partner closely with the leadership team and functional heads to translate organizational priorities into clear people plans.
• Serve as a trusted advisor on team structure role clarity workforce planning and people decisions across functions.
• Bring data and judgment to leadership conversationsdiagnosing root causes of attrition capacity gaps and engagement issues.

• Drive recruitment to meet an ambitious hiring agenda (50 roles over the coming year) while protecting quality and mission alignment.
• Build and improve sourcing channels structured interview frameworks evaluation rubrics and offer processes.
• Design and run a strong first-90-days onboarding experience that transmits culture intentionally as the organization scales.

• Lead the transition from HROne to Zoho HRMSmanaging module rollout sequencing data migration and process automation.
• Treat the system migration as an opportunity to build clean scalable processes rather than replicating legacy workflows.

• Standardize the performance evaluation system so evaluations are consistent fair and trusted across teams.
• Implement clear goal-setting (KRAs / OKRs) review cycles and calibration processes to differentiate develop and reward high performers.
• Equip managers to conduct meaningful high-quality performance conversations.

• Design a compensation philosophy and recognition framework appropriate for a scaling mission-driven organization.
• Lead targeted retention strategies with a focus on the entry-to-mid-level band where attrition is highest.
• Benchmark compensation and benefits against the relevant social impact and corporate sectors.

• Own and maintain all organizational people policies (leave attendance travel code of conduct grievance redressal POSH probation separation).
• Collaborate with fiduciary teams to maintain multi-state compliance calendars and statutory registers engaging external legal counsel when necessary.

• Build the people-management muscle of managers (feedback coaching difficult conversations) through practical enablement.
• Advise on job architecture reporting lines and spans of control as specialized capabilities (e.g. Tech/AI Policy Operations) mature.

• Run engagement listening mechanisms (surveys exit interviews attrition analysis) and convert insights into action.
• Operationalize core organizational values across all people processes to protect culture through rapid growth.
• Foster a culture of trust ownership and professional maturity by helping employees understand organizational context and key priorities.

• Operational Stability: HR operations are consistent and trusted policies are updated compliance is clean across states and the HRMS transition to Zoho is fully adopted.
• Hiring Velocity: Talent acquisition targets are met without compromising on candidate quality or cultural alignment.
• Performance System: A standardized fair PMS is active and running its first full cycle with strong manager buy-in.
• Targeted Retention: Measurable progress against entry-to-mid-level attrition grounded in root-cause diagnosis.
• Manager Enablement: Managers feel well-equipped and supported to lead their teams effectively.

• Experience: 20 years in Human Resources with meaningful generalist depth across recruitment PMS policy compliance and HR operations. Experience scaling teams through high-growth phases is strongly preferred.
• HR Business Partnering: Demonstrated track record operating as a strategic partner to senior leadership with the judgment to advise on high-level people strategy.
• Operational Rigor: Strong background in bringing structure to HR operations including hands-on experience implementing HRMS platforms (Zoho experience preferred).
• Compliance Knowledge: Practical working knowledge of Indian labor statutes and multi-state compliance.
• Mission Alignment: Ability to bring the rigor of corporate/start-up HR while thoughtfully adapting it to a fast-growing mission-driven environment.
• Education: Postgraduate degree / MBA in Human Resources Organizational Psychology or Management preferred.

• Strategic HR Leadership & HRBP
• Talent Acquisition & Workforce Planning
• Performance & Talent Management
• Process Excellence & HR Operations
• Labor Law & Statutory Compliance
• Change Management & Culture Building
• Data-Driven Decision Making & Coaching

Hiring Process:

Step 1: R1 with Strategic HR Leader
Step 2: R2 with CoP
Step 3: Final round with the Founder (if feasible F2F)

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Hiring Note: Applications will be reviewed on a rolling basis. This job is reposted on June 29 2026 on Ground Zero

For any questions ping us on WhatsApp chat: 91-