Human Resources Specialist

Hiring: People, Performance & Talent Systems Lead

Location: Pune (On-site preferred)

Experience: 510 years

Function: People, Performance, Talent & Admin Systems

Reports to: Founder / Leadership Team

Type: Full-time

Role Mission (Read Carefully)

Build and run a self-sustaining people engine that:

• Hires A+ talent consistently
• Drives performance through clear KPIs & appraisals
• Runs HR & admin systems without daily escalation
• Removes founder dependency from HR decisions

This is not a soft HR role.

This is a systems + execution leadership role.

What You Will OWN (End-to-End) Out of Scope (Clear)

• Payroll processing (handled via GB on Zoho)
• Day-to-day sourcing calls (executed by HR associates)

Everything Else Is Your Responsibility1 A+ TALENT & HIRING SYSTEMS (CORE RESPONSIBILITY)

You are accountable for hiring quality, not just closures.

You will:

• Define what A+ talent means role-wise (skills, mindset, ownership)
• Build and enforce:
• Role scorecards
• Interview stages
• Evaluation rubrics
• Assignments & decision frameworks
• Ensure HR associates and managers:
• Follow the system
• Dont lower the bar under pressure
• 
  Audit bad hires and fix the hiring system, not blame people
• Enable managers to interview and evaluate effectively

Outcome:

Fewer regret hires. Faster ramp-up. Higher output density.

2 PERFORMANCE, KPI & APPRAISAL SYSTEMS

You will design and execute company-wide performance systems.

You will:

• Build:
• Team-wise and role-wise KPI frameworks
• Measurable scorecards (no vague goals)
• Design:
• Appraisal cycles (quarterly / half-yearly / annual)
• Scoring logic and weightages
• Increment, promotion & role progression rules
• Ensure:
• Timely reviews
• Data-driven decisions
• Zero favoritism

No opinions. No delays. Only performance-based outcomes.

3 REWARD & RECOGNITION FRAMEWORK

You will create and run:

• Performance-linked reward systems
• Monthly / quarterly recognition programs
• Transparent eligibility and selection criteria

No random awards. No politics. No confusion.

4 HR OPERATIONS & ADMIN SYSTEMS (FULL OWNERSHIP)

You will build and enforce systems for:

HR Ops

• Attendance & leave rules
• Probation confirmation & PIPs
• Exits & FNF process hygiene
• Discipline & escalation frameworks

Admin Ops

• Office & facility SOPs
• Asset allocation & tracking
• Travel, expense & reimbursement systems
• Vendor & contract admin (non-payroll)

Leadership should never be tagged for admin or HR ops issues.

5 HR TEAM & MANAGER ENABLEMENT

You will:

• Train HR associates to work independently using SOPs
• Define decision boundaries (what to decide, what to escalate)
• Enable managers on:
• Hiring
• Feedback
• Performance reviews
• Eliminate daily handholding

What Success Looks LikeIn 90 Days:

• Hiring decisions stop coming to leadership
• A+ vs B/C talent differentiation is visible
• KPIs, appraisals, admin systems are live
• HR associates operate independently
• Leadership receives dashboards, not problems

In 6 Months:

• Noticeable improvement in team quality
• Fewer replacements and escalations
• Strong performance culture across teams
• HR operates as a system, not a dependency

Ideal Candidate ProfileExperience

• 510 years in:
• HR Operations
• Talent Systems
• Performance Management
• Startup / FMCG / fast-scaling organization experience preferred

Mindset (Non-Negotiable)

• High standards
• Comfortable saying no
• Can enforce discipline and performance
• Thinks in systems, not emotions
• Protects leadership time

This Role Is NOT For You If

• You focus only on culture & engagement
• You avoid tough conversations
• You hire to fill seats, not raise the bar
• You need CEO backing for every decision
• Youve never enforced exits or performance accountability