Head - Culture & People Ops

The Role in One Line

You own the culture and people reset at OneMetric — turning a 130-person bootstrapped scale-up into a place where the best people look up, see a future, and decide to stay and build it.

Why This Role Exists

Weve scaled rapidly over the last few years and are now at a stage where investing in people, managers, and culture is critical for our next phase of growth.

This role isnt about inheriting a mature People function. Its about building one.

Youll have the opportunity to work directly with founders and business leaders to create the people foundations that help employees grow, managers lead effectively, and teams perform at their best.

What Youll Do Day-to-Day

• Be the person who knows the pulse of the company better than anyone else — whats working, whats quietly breaking, whos thriving, whos drifting.
• Build the infrastructure we dont have yet: career paths, skill rubrics, feedback rhythms, onboarding, manager coaching. Some of this is starting from scratch.
• Partner with team leads to turn average managers into good ones — and good ones into great ones. This is the single biggest lever youll pull.
• Run regular, honest measurement of how our people are doing — eNPS, pulse surveys, attrition analysis — and turn the data into decisions.
• Partner with managers on the people who are struggling. Most can be coached back. Some cant — and when thats the call, you make sure we handle it with clarity and dignity.
• Sit in on hiring for every senior role. Were not adding more cultural debt.
• Be the trusted ear for anyone in the company. Build that trust deliberately.
• Work side-by-side with the one person currently doing HR part-time. Theyll report to you once youve settled in — but earn their trust first.
• Give the co-founders hard feedback, including about us. Thats the job.

What Success Looks Like

-Non-Negotiable KPIs (12 months)

• Regrettable attrition cut in half — measured against the baseline you establish in your first 90 days.
• eNPS moves from negative/unknown to +20 or better — with a proper baseline set by Month 3.
• Every manager in the company has been through a structured coaching program — and runs a working rhythm of 1:1s, feedback, and goal-setting. Verified by team surveys, not manager self-reports.

-Stretch KPIs (12 months)

• OneMetric becomes a destination employer in the HubSpot partner ecosystem — measured by inbound applications and referral hiring rate.
• Measurable improvement in performance from at least 70% of the people flagged as struggling at the start of your tenure — through coaching, not replacement.

What You Bring-

Non-Negotiable Requirements

• 7–10 years in people ops / HR / culture roles, with at least one role inside a scale-up that grew past 100 people without investing in culture and people systems early (because youve lived this problem before and you know the playbook).
• Real experience building manager coaching programs from scratch — not just running employee engagement. Youll be asked to walk through a specific program you built.
• Experience building career architecture from scratch — published paths, skill rubrics, title criteria. Not just running performance reviews on someone elses framework.
• You live radical candor. You believe in it as a practice — high care AND high challenge, at the same time. You can tell a co-founder their favorite initiative isnt working AND you genuinely want that co-founder to succeed. Youll be asked for specific stories where you practiced it.
• Spine with empathy. You care deeply about people AND you can tell a co-founder that something isnt working. Both are non-negotiable. One without the other fails here.
• Youre comfortable being the only senior people leader in the room — building from partial infrastructure in a bootstrapped environment, not inheriting a machine.

Preferred Requirements

• Experience in services / consulting / agency businesses.
• Experience retaining talent in high-demand, low-supply skill markets.
• Experience with people in their first corporate role.
• Youve used data — not just feelings — to make the case for peoples investments to a founder.

Who Youll Work With

• Direct report: Co-founder & COO.
• Peers: Heads of Marketing, Sales, Customer Success, Delivery.
• Founders: Full access. Weekly sync with the COO. Monthly sync with both co-founders. You will be in the room for the decisions that shape this company.

Location- Gurgaon

Work mode- Onsite