Hr Lead

## About the Role This is a hands-on HR leadership role without a team. You will independently drive employee engagement, HR policy implementation, and business partnering across the organization. This is not a coordination role. You are expected to own, build, and execute HR initiatives end-to-end while influencing business leaders without formal authority. If you need a team to get things done, this role will not work for you. ## Key Responsibilities ### Employee Engagement (Execution + Strategy) - Design and run engagement initiatives (surveys, feedback loops, action plans) - Translate feedback into clear, measurable interventions - Drive participation and accountability from business teams - Track engagement impact—not just activity ### HR Policy & Process Implementation - Own end-to-end policy creation, rollout, and adoption - Ensure policies are practical, enforceable, and aligned with business reality - Drive compliance without becoming bureaucratic - Continuously refine policies based on feedback and business needs ### Business Partnering - Act as a strategic partner to business leaders - Handle performance issues, conflict resolution, and org-level challenges - Provide data-backed HR insights (attrition trends, engagement gaps, etc.) - Push back when needed—this role requires spine, not just support ### Employee Lifecycle Management - Oversee onboarding, performance management, and exit processes - Ensure consistency and quality across employee experience touchpoints - Identify gaps and proactively fix broken processes ### HR Operations Ownership - Manage HR systems, documentation, and compliance basics - Ensure smooth day-to-day HR functioning without operational chaos - Balance strategic work with execution (no "that's not my job" mindset) ## Must-Have Skills (Non-Negotiable) - 6–10 years of generalist HR experience with strong exposure to: - Employee engagement - HRBP role - Policy design & implementation - Proven ability to work as an independent contributor - Strong stakeholder management with ability to challenge business leaders - High ownership and execution capability ## Good to Have - Experience in startups or high-growth environments - Exposure to scaling HR processes from scratch - Familiarity with HRMS tools (e.g., Zoho People, Darwinbox, etc.)