HR Head

Head of Human Resources
Well, you should apply only if you love this work and have passion for it, we are looking for person who gets work done. We are growing super fast, we have a HR manager & Recruiter, but we are inventing JDs here, hiring in dozens so we need a go getter. We are few months old startup, growing profitably and all of that from Nagpur. You will join us early and build it out with US. We have a sports team mindset and not a family kinda culture.
Job Role
The immediate number: 56 people today, 130–140 by year end. That is roughly nine weeks and close to ten hires a week, and the date is not movable our client commitments are built on it.
You will own two things above everything else -
Recruitment
Culture
Under those sit the machinery: departments, org structure, training plans, hiring plans, admin, HR systems. Today a lot of that lives in the founder's head or in a spreadsheet. Your job is to turn it into an organisation.
We already have a working HR and recruitment team an HR Manager and a Recruiter — and a lot of built infrastructure: role-wise JDs, offer and exit documentation, SOPs, a shift handover system for a 65+ person multi-shift floor, and a weekly performance reporting system with per-person metrics. What we do not yet have is a single person who runs all of it as one system, at the standard a 100-person company needs.
We are a rocket ship, and we know exactly what that means: the pace is relentless, the problems are new every month, and the systems you build in March get rewritten in June because we have tripled. We want someone who has lived that before and enjoyed it.
Reports to: Founder & CEO
Team: three people reporting directly
Scope: Help us build the company into a Organisation
Location: Nagpur, on-site. This is an office-based role
What you will own
Recruitment at speed, without dropping the bar
Own the plan to 130–140 by mid-to-late December: which department, which role, what profile, by when, at what cost
Build a sourcing machine that can deliver around ten hires a week campus and MBA/PGDM pipelines, ITI and technician channels, agencies, referrals, walk-in drives, our own employer brand
Set the hiring bar and defend it. You decide what a good hire looks like for each role, and hold managers to it when they are desperate to fill a seat against a deadline
Design the selection process itself: screening filters, structured interviews, practical tests, scorecards. Judgement, not gut feel — and fast enough to keep up
Own the numbers weekly: pipeline, time to fill, offer acceptance, joining ratio, and 30/60/90-day retention of the people you hired
Culture
Define what working here means: the values, the operating norms, what gets rewarded, what gets someone exited
We are not building another Nagpur company. The default local playbook, low payroll, low energy, slow movement and thinking small.
Make it real in the daily mechanics: how shift handovers run, how feedback is given, how a supervisor speaks to a worker, how good work gets recognised
Be the person who calls out drift in a manager, in a team, in the founder before it hardens
Departments, structure and systems
Build out the department structure as we split roles and add layers: clear charters, reporting lines, decision rights, headcount plans
Job architecture — levels from associate to supervisor to lead to manager, with compensation bands, promotion criteria and career paths people can actually see
Performance management end to end: goals, weekly and monthly reviews, confirmations, improvement plans, promotion built on the reporting systems we already run
HR and admin systems: an internal system people actually use, clean employee records, office and facility administration, vendor and asset management, dashboards the CEO can read in five minutes
Write the playbooks. If a problem shows up twice, the third time it should be a documented process someone else can run
Training and manager development
Build the training plan: role-wise onboarding, skill certification for annotation, QC and field roles, refreshers, and a visible path for someone to move up
Make onboarding fast and consistent — a new joiner should be productive in days, not weeks, even when twenty of them start on the same Monday
Develop our team. Our entire organisation is young and first-timer. Coach them into people who can run a shift, give hard feedback and solve their own team problems
Build the manager layer that lets the company run without the founder in every conversation
HR operations, admin and compliance
Payroll inputs, attendance, leave, shift rosters and overtime across three shifts, plus the field team's weekly payout cycles landing correctly every week
Employment documentation: contracts, offers, confirmations, transfers, exits, full and final settlements
HR readiness for client and certification audits (future we want to prepare for)
Grievances, disciplinary matters and terminations handled properly, calmly, and with documentation that stands up
Must have
You have taken a company from a few people to a few hundred.
8+ years in HR, with at least 3 owning the function or a major part of it, in a company that was growing fast while you did
High-volume recruitment experience: you have personally run hiring at a pace of dozens of people a month or week and kept the quality honest
You have built things that did not exist before a department, a training programme, a performance system, a hiring engine not just administered ones you inherited
Hands-on with a shift-based workforce: manufacturing, logistics, BPO, facilities, field services or similar. Pure corporate or IT-only HR MIGHT not translate here
Fluent in Hindi and English; able to understand and get by in Marathi
Based in Nagpur or genuinely ready to move here
What will get you hired over someone with the same CV
You are creative. The standard HR playbook will not get us to 100 at this speed in this city. We want someone who invents channels, formats and systems nobody around here is using
You are relentlessly proactive.
You move fast.
You want the build, not the title bump.
You like chaos with a direction.
How you work
You build systems, not one-off fixes
You are direct with people and fair to them at the same time
You are comfortable being operational: on the floor across all three shifts, and inside the detail of a payroll sheet
You hold the bar under deadline pressure. Missing a number is bad; filling it with the wrong people is worse
Details
Compensation: ₹8 – ₹12 LPA, depending on experience
Working days: 5 days a week, 9 hours a day
Type: Full-time, on-site in Nagpur
Start: Immediately — the November deadline is the job
To have a real shot at the job, DM me on Linkedin, even a HI is good enough. IYKYK.
Skills: culture development,management,hiring

Work arrangement
No