Human Resource Lead

What You Will Own

1. Culture, Communication & Trust Direct communication rhythms: all-hands, leadership updates and change communication so the team hears news from leadership, not through the grapevine. Leadership coaching: work with founders and function heads on feedback culture — private correction, public appreciation, and psychological safety. Policy reset: review attendance, flexibility and workplace policies so they build trust rather than signal control.

2. Retention & Talent Health Retention risk management: know the top-20 critical people, their risks and their growth plans; act before the resignation letter. Exit intelligence: structured exit interviews with honest findings reported to leadership, and offerdrop/renege analysis feeding back into hiring.

3. Hiring Engine Own the hiring funnel end-to-end: role scoping and JDs, budget alignment before interviews, structured evaluation, and offer-to-join management. Raise the talent bar: replace pressure-driven hiring with planned hiring tied to the AOP; refresh salary benchmarks against current market. Leadership hiring: run searches for critical leadership roles hand-in-hand with founders.

4. People Operations (In-Housing) Transition HR operations in-house from group shared services: payroll accuracy, PF/statutory hygiene, HRMS ownership, letters and documentation. Full-and-final settlements: a defined SLA for exits, honoured every time — exiting employees are brand ambassadors. Appraisal cycles on calendar: transparent structures, on-time increments and incentives paid when promised.

5. Org Design & Integration SleepyCat–Springwel people integration: one org structure, common grading and KRAs, clean interentity movement with due process. Org effectiveness: spans of control, role clarity, and restructuring support as the business evolves.

6. Factory & Frontline HR Blue-collar and plant HR: compliance, contractor management, discipline processes and engagement for factory and warehouse teams.