Human Resources Lead

Build the Leadership Team. Shape the Culture. Drive Business Growth.
About Miduty
At Miduty, we’re building a high-growth consumer health and wellness brand with ambitious plans for the next phase of growth.
As we scale, our focus is on building an exceptional leadership team, creating a high-performance culture, and developing an organisation that can grow without depending on the Founder for every decision.
We believe that the quality of our leadership team will determine the quality and speed of our growth. We’re looking for an exceptional HR leader who can partner directly with the Founder to build this organisation.
This is not a traditional HRBP or HR operations role. It is an opportunity to build and lead the HR function, shape the company’s people strategy, and have a direct impact on business outcomes.
The Role
As Senior Manager – Human Resources, you will work closely with the Founder and senior leadership team to build the organisation for its next stage of growth.
Your primary mandate will be to attract exceptional leadership talent, strengthen the organisation’s structure, develop a high-performance culture, and establish scalable people practices.
You will lead the HR function, manage and develop the existing team, and have the autonomy to expand the team as required. HR operations and routine execution will be managed by your team, allowing you to focus on strategic priorities, leadership hiring and organisational effectiveness.
Key Responsibilities
1. Leadership Hiring & Talent Strategy
Own the strategy for hiring senior leadership talent across functions, including CXO, VP, Director and functional-head positions.
Build a strong pipeline of exceptional talent from leading D2C brands, FMCG companies, consumer businesses and reputed institutions.
Partner directly with the Founder to identify leadership gaps, define hiring priorities and build teams aligned with the company’s growth plans.
Personally evaluate senior candidates for functional expertise, leadership capability, cultural fit and long-term potential.
Establish strong relationships with senior talent, industry networks, executive search firms and recruitment partners.
Build a repeatable, high-quality leadership hiring engine rather than relying on reactive recruitment.
Advise the Founder on hiring decisions with independent, well-reasoned assessments of candidates.
2. Build & Lead the HR Function
Develop the HR function into a strategic business partner that supports the company’s next phase of growth.
Lead, mentor and structure the existing HR team, with clear ownership across talent acquisition, HR operations and employee lifecycle management.
Identify capability gaps within the HR team and hire additional talent wherever required.
Establish clear processes, performance metrics and accountability across the HR function.
Build scalable people systems that enable the business to grow while maintaining speed, quality and efficiency.
Move the organisation from founder-dependent people decisions towards structured, accountable management practices.
3. Organisational Design & Workforce Planning
Work with the Founder and business leaders to determine organisational structures, reporting lines and leadership requirements.
Identify critical capability gaps and recommend the right talent investments for future growth.
Support the design of high-performing teams across functions such as marketing, category management, e-commerce, finance, supply chain and operations.
Ensure workforce planning and hiring priorities are aligned with business objectives and budgets.
Help establish clear roles, responsibilities, decision-making authority and performance accountability across the organisation.
4. Performance Management, Rewards & Retention
Design and lead performance management frameworks, appraisal cycles, goal-setting systems and leadership reviews.
Develop competitive compensation structures, incentive plans, rewards and recognition frameworks.
Build systems that attract, motivate and retain high-performing employees.
Help establish a performance-driven environment with clear expectations, measurable outcomes and accountability.
Work with the Founder to identify, develop and retain high-potential employees and future leaders.
5. Culture & Leadership Effectiveness
Help define and embed the culture, values and behaviours required to build a high-performance organisation.
Strengthen leadership effectiveness, managerial capability and employee engagement.
Develop mechanisms to assess employee sentiment, identify organisational challenges and drive meaningful improvements.
Build a culture of ownership, transparency, meritocracy and accountability.
Act as a trusted advisor to the Founder on people-related decisions, leadership challenges and organisational effectiveness.
What We’re Looking For
7+ years of progressive HR experience, with substantial exposure to senior-level talent acquisition and HR leadership.
Strong experience in D2C, FMCG, consumer brands, e-commerce or other high-growth businesses.
A demonstrated track record of hiring senior leadership talent, including functional heads and ideally CXO-level executives.
Experience leading an HR or talent acquisition team, with the ability to build capabilities and delegate execution effectively.
Strong understanding of organisational design, workforce planning, performance management, compensation and culture-building.
Excellent judgement in evaluating leadership talent and advising senior stakeholders.
Experience partnering directly with founders, CEOs or business leadership teams.
The ability to connect people strategy with business performance and growth.
Strong communication, influencing and stakeholder-management skills.
Experience working in a business that has scaled rapidly, or helping professionalise an organisation during a high-growth phase, will be a significant advantage. Candidates from reputed institutions with strong professional networks are preferred.
The Person We Want
We’re looking for someone who combines strategic thinking with strong execution through a team.
Someone who can independently assess a senior leadership candidate, challenge the Founder’s thinking when necessary, identify organisational gaps before they become problems, and build systems that make the company stronger.
You should be comfortable operating at two levels: discussing the company’s long-term leadership needs with the Founder and driving your HR team to deliver measurable outcomes.
You should be ambitious, commercially aware, proactive and comfortable in a fast-moving environment where the expectations are high and the opportunity to make an impact is significant.
Why Join Us?
Direct Founder partnership: Work closely with the Founder on critical leadership and organisational decisions.
A function to build: Shape the HR function, strengthen the existing team and hire additional talent as the business evolves.
Real business impact: Influence the quality of leadership, culture and organisational capability across the company.
Autonomy and ownership: Take responsibility for building the people systems and leadership pipeline required for the next phase of growth.
An ambitious growth journey: Be part of a scaling consumer brand with significant opportunities to build, lead and grow.
If you believe great organisations are built by exceptional people, and you want to help build one, we would love to hear from you.

Work arrangement
No