Manager - People & Culture

The Role

We don't believe P&C creates impact by starting with policies, processes, or frameworks, but by understanding the business and the people deeply enough to influence real decisions.  

In this role, you won't be expected to jump in and ‘fix’ things on day one. Instead, you'll be expected to listen, observe, learn, and build context - about the vision, business, the teams, and the individuals who make the work happen. 

What excites us is not how many P&C programmes you've run, but: 

• How well you understand why businesses behave the way they do 

• How you read people beyond what they say out loud 

• How confidently you can translate that understanding into sound, practical people decisions 

This role is for someone who wants to earn trust before driving change, and who sees P&C not as a support function, but as a business-critical craft. 

How you’ll make an impact: 

Understanding Before Action 

• Your first responsibility is context. 

• You'll spend time understanding how the business operates, how value is created, where teams struggle, and what truly motivates people here. Only then will you begin shaping people practices. 

Being a Real Business Partner 

• You'll work closely with business stakeholders - not as a support, but as a thinking partner. 

• That means forming opinions, asking hard questions, and offering people-related advice that is grounded in business reality, not HR theory. 

Performance That Actually Means Something 

• You'll own and evolve the performance management ecosystem - from goal setting to feedback to outcomes. 

• Not as a ritual, but as a system that helps people grow, leaders lead better, and the business perform stronger. 

 Compensation, Rewards & Trade-offs 

• You'll work on compensation philosophy, salary bands, and reward structures - understanding that these are not just numbers, but signals. 

• You'll help business stakeholders navigate difficult trade-offs with fairness, clarity, and sound judgment. 

 Hiring with Judgment 

• You'll be deeply involved in behavioural fitment interviews and hiring decisions. 

• Your role is to look past polished answers and assess real capability, behaviour, and fit - ensuring the right people enter the system. 

Governance Without Bureaucracy 

• You'll own P&C policies and compliance with a strong sense of responsibility, not rigidity. 

• This role also comes with the opportunity to work across geographies. You’ll engage with people practices beyond India – particularly in the UK – and learn how people decisions change across legal, cultural, and operating contexts. 

 Insights, Not Just Data 

 You'll use people data to spot patterns - in attrition, engagement, performance, and growth - and turn those into insights leaders can act on. 

 Who you are:

• You're seen as someone who understands both the business and have a pulse of people on ground 

• Business members trust your judgment and seek your input on people decisions 

• Your advice related to people feels intentional, not reactive