People Partner

Overview

SwiftSku is hiring a People Partner to own the People function end to end, running the systems that keep the company compliant and organised while advising managers and founders on people matters. This is a builder role for someone who has scaled people functions at a fast-growing company of around 50+ headcount.

What you'll do

• Own and continuously improve the people operations framework: processes, policies, employment structures and the employee lifecycle.
• Own Keka as the HR system of record, including data integrity, workflows, reporting and adoption.
• Maintain and improve documentation standards across the employee lifecycle.
• Own payroll operations and ensure payroll inputs, validation and processing are accurate and timely.
• Identify gaps in existing people infrastructure and build simple, scalable solutions.
• Ensure the company remains compliant as it grows across locations and geographies.
• Act as a trusted adviser to founders and the leadership team on people matters, including organisational decisions, team health, performance, difficult cases and growth trade-offs.
• Make people data useful by surfacing patterns, flagging risks and presenting options.
• Own sensitive Employee Relations matters end to end: investigations, documentation and resolution.
• Represent the employee perspective in leadership decisions.
• Spend time with leaders to understand their teams and help them become better managers.
• Own the engagement signal: pulse cadence, synthesis and action.
• Build and improve the rituals and systems that sustain culture as the company grows.
• Own recognition and engagement initiatives.
• Maintain a flight-risk radar and work with leaders on proactive retention.
• Build and maintain compensation bands and manage the annual compensation review process.
• Review and improve the benefits approach as the organisation scales.
• Partner with hiring managers and the TA function to define role scopes, success profiles and hiring bars.
• Work with leadership on workforce planning 2 to 3 quarters ahead.
• Own and improve the new hire experience from offer acceptance through onboarding and early integration.
• Define what good management looks like, and build the enablement layer for managers (toolkits, templates and coaching).
• Coach managers through feedback, performance conversations, hiring decisions and difficult people situations.
• Own the performance cadence and drive goal-setting discipline across the organisation.
• Advise leadership on org design, including team structure, role clarity, decision rights and span of control.
• Build and maintain clear career paths and succession planning for critical roles.
• Own the improvement and exit framework, executed fairly across geographies.
• Own and improve core people policies, and identify future People priorities including L&D.
• Oversee POSH compliance and the internal committee.

What you'll need

• 8 to 15 years of HR/People experience, with meaningful experience owning a broad HR function in a growing organisation.
• Experience building or significantly improving HR infrastructure in a company that was scaling fast.
• Experience working closely with founders and senior leaders as their people adviser.
• Ability to think in systems rather than transactions, and to solve root problems rather than symptoms.
• Ability to be direct with founders and leaders, give your view, disagree openly, and commit fully once a decision is made.
• Ability to execute alongside the people you enable, without a large HR team.
• Credibility on employment law, compensation mechanics, HRMS administration, payroll and compliance.
• Comfort operating in ambiguity and building structure where there is no perfect playbook.
• Ability to move between strategic people decisions and hands-on execution.

Details

• Location: India.