About Chinni Nambi Enterprises Chinni Nambi Enterprises (CnE) is a consumer wellness company built on over 30 years of Ayurvedic heritage and innovation. With a portfolio of trusted brands like Nivaran90 and Memory Plus we are on a mission to redefine what a legacy Indian brand can achieve globally. As we scale, we are creating a culture that combines the energy and experimentation of a startup with the long-term thinking of an established business. We are building fast, making bold bets, and investing in people who want to be part of something meaningful. Role Overview We are looking for a Head of Human Resources to lead our people strategy and operations. This is a strategic leadership role focused on building, scaling, and institutionalising HR practices in line with the company’s growth trajectory. The ideal candidate is someone who thrives in high-growth environments, is excited by the opportunity to build from scratch, and has the credibility to guide both leadership and teams through transformation. Key Responsibilities Strategic HR Leadership Define and execute the end-to-end HR strategy across the employee lifecycle Act as a strategic advisor to the founders and senior leadership on organization design, talent planning, and people development Build a future-ready culture aligned with CnE’s mission, values, and growth mindset Talent Acquisition and Employer Branding Develop and lead hiring plans to attract top talent across levels and functions Drive the employer brand narrative, positioning CnE as a high-impact, purpose-driven place to work Champion diversity and build pipelines of high-potential, early-career talent Performance and Rewards Implement and evolve performance management systems that are simple, transparent, and growth-focused Design competitive compensation structures, incentive frameworks, and recognition programs aligned to business outcomes Bring a high-reward, high-accountability mindset to how performance is defined and rewarded People Operations and HR Infrastructure Lead all HR operations including onboarding, payroll input management, HRIS administration, and statutory compliance Build scalable systems, processes, and documentation to support organizational growth Ensure compliance with all labor laws and regulatory requirements Culture, Engagement, and Development Shape and drive a high-engagement culture rooted in ownership, agility, and collaboration Lead employee engagement programs that are authentic, inclusive, and action-oriented Create learning and development frameworks to support career growth, internal mobility, and leadership development Qualifications and Experience 8–10 years of HR experience, with at least 3 years in a leadership capacity Experience in a high-growth startup, consumer brand, or entrepreneurial environment preferred Strong grounding in core HR domains including talent acquisition, performance, engagement, compliance, and HR operations Hands-on experience with HR systems, data analytics, and employee lifecycle management Excellent communication, influence, and stakeholder management skills Strategic thinker who can also operate tactically in a fast-paced environment What We Offer The opportunity to lead the HR function during a defining phase of growth High autonomy and visibility within a purpose-driven leadership team The chance to build the HR playbook — not just manage one A fast-moving, collaborative environment that rewards initiative and ownership An opportunity to take an Indian legacy brand global, and build a world-class workplace in the process Show more Show less
About Chinni Nambi Enterprises Chinni Nambi Enterprises (CnE) is a consumer wellness company built on over 30 years of Ayurvedic heritage and innovation. With a portfolio of trusted brands like Nivaran90 and Memory Plus we are on a mission to redefine what a legacy Indian brand can achieve globally. As we scale, we are creating a culture that combines the energy and experimentation of a startup with the long-term thinking of an established business. We are building fast, making bold bets, and investing in people who want to be part of something meaningful. Role Overview We are seeking a strategic and execution-driven Head of Finance to lead our financial planning, operations, governance, and risk management functions. This is a core leadership role with high visibility, working closely with the CEO, founders, and board to ensure that finance becomes a true growth enabler. You will not just manage numbers — you will help define the financial strategy that powers our scale journey from 0 to 1 and 1 to 100. Key Responsibilities Strategic Planning & Financial Leadership Drive the long-term financial strategy in line with company objectives and market realities Lead budgeting, forecasting, and rolling business planning across all functions Provide real-time, data-backed insights to support strategic decision-making by the leadership team Financial Operations & Control Ensure robust financial governance and internal controls across accounts, procurement, and disbursements Oversee capital expenditure planning, cash flow management, fund utilization, and working capital optimization Drive cost discipline across functions, with a focus on SG&A, inventory, and procurement controls ERP & Systems Integration Lead the deployment and optimization of ERP tools for finance, including automation of accounting, reporting, payroll, and compliance workflows Ensure clean data systems and integrity across physical and system-based reporting Create scalable processes and reporting mechanisms that enable high growth Compliance, Risk & Audit Own compliance across statutory, tax, and regulatory requirements including GST, income tax, audits, and filings Establish risk frameworks to monitor and mitigate financial and operational risks Serve as a key interface with auditors, financial institutions, and regulatory authorities Business Partnership & Reporting Partner with business leaders to evaluate new investments, GTM strategies, and operational efficiency initiatives Deliver clear, consistent MIS, variance analysis, and board-level reporting for decision support Evaluate fundraising opportunities, capital structuring, and investor engagement in partnership with the CEO Team Building & Capability Development Build and mentor a high-performing finance team capable of scaling with the business Lead by example, instilling analytical rigor, financial discipline, and a continuous improvement mindset Create clear performance metrics and training programs to support team growth Qualifications Chartered Accountant (CA) with 5+ years of experience in core finance roles, preferably in FMCG, consumer brands, or high-growth startups Proven track record in strategic financial leadership, with strong operational depth and hands-on execution capability Strong knowledge of taxation, corporate finance, ERP systems, and financial compliance Experience managing board-level reporting and stakeholder communication Exceptional analytical skills, business acumen, and comfort with ambiguity in fast-changing environments Excellent leadership, communication, and team development capabilities What We Offer High autonomy and direct exposure to founders and board leadership A key role in building the finance backbone of a modern Indian brand going global A performance-driven, ownership-based culture with the freedom to design and institutionalise systems The ability to lead through both creation and scale — from setting up frameworks to refining them as we grow A collaborative environment that values clarity, speed, and bold execution Show more Show less
Sales Performance • Achieve primary and secondary sales targets as per monthly and quarterly plans. • Ensure effective coverage of the assigned territory and execute beat plans efficiently. • Ensure timely collections from retail distributors to support cash flow. Retail Relationship Management • Build and maintain good rapport with key retailers and distributors. • Provide necessary support for order placements, stock management, and product queries. • Ensure effective communication regarding new launches, schemes, and promotions. Retail Coverage & Execution • Conduct regular retail visits to monitor product availability and visibility. • Ensure proper merchandising as per company standards. • Track and implement trade schemes effectively. Distributor & Channel Management • Identify, appoint, and onboard new distributors/channel partners while driving sales growth with existing ones. • Maintain regular communication with distributors and conduct at least one distributor visit per week to address concerns, take feedback, and resolve outstanding issues, including payment collections. • Track stock movement from Super Stockist to distributors and ensure stock availability. Promotions & Visibility • Ensure proper product visibility and share of shelf at retail points through effective use of Point of Purchase (POP) and merchandising materials. • Implement all Below the Line (BTL) activities prescribed by CNE, including sampling. • Execute promotional schemes and ensure proper utilization by retailers. Support new product launches by participating in melas, exhibitions, and other brand activation activities in coordination with the distributor and ASM. Market Feedback & Reporting • Submit timely and accurate daily/weekly sales reports. • Provide market intelligence, competitor activity, and retailer feedback to the Area Sales Manager.
PURPOSE OF THE JOB Execute core HR functions, ensuring smooth employee lifecycle management from onboarding to exit. Handle day-to-day HR operations, including onboarding formalities, attendance tracking, leave management, performance monitoring, employee relations, and exit formalities. Ensure effective implementation of HR policies and procedures to maintain compliance and foster a positive workplace culture. Utilize the HRIS for efficient tracking, reporting, and management of employee data and HR processes. Maintain and update the entire employee database, ensuring accuracy and timely updates of employee records, personal details, and employment history. Provide accurate payroll inputs, including salary changes, deductions, attendance records, leave data, and other payroll-related details to the finance/payroll team. Oversee the processing of incentives, increments, and rewards & recognition programs. Coordinate with the HR Manager to support employee engagement initiatives and training & development programs. Prepare and maintain HR-related MIS reports for management review. INDUSTRY KNOWLEDGE Strong understanding of labor laws, statutory compliance, and best HR practices. Hands-on experience in HR technology tools, HRIS platforms, and data management. Ability to implement and monitor HR policies, conduct audits, and ensure workplace compliance. Familiarity with incentive processing, rewards & recognition programs, and employee engagement strategies. FUNCTIONAL COMPETENCIES HR Operations Policy Implementation Employee Relations & Engagement Talent Management Performance Appraisal Compliance & HR Documentation HR Technology & HRIS Management ROLES & RESPONSIBILITIES Onboarding Conduct and manage all joining formalities, including documentation verification, background checks, and benefits enrollment. Ensure smooth coordination with internal teams for workstation setup, IT access, and necessary resources for new hires. Conduct HR inductions and orientation sessions to familiarize new employees with company policies, culture, and expectations. Maintain a structured onboarding process and track completion to ensure compliance and efficiency. Employee Relations & Engagement Act as a primary point of contact for employee queries, ensuring prompt resolution. Assist in organizing and implementing employee engagement initiatives, including R&R programs, incentives, and cultural activities. Address and resolve employee grievances in a fair and transparent manner. Performance Management & Talent Development Assist in coordinating the performance appraisal process, ensuring timely feedback collection and documentation. Support managers in implementing performance improvement plans (PIP) for employees as required. Gather and compile training needs assessments and competency mapping data. Coordinate and track participation in training and development programs. HR Policy Implementation & Compliance Ensure consistent application and adherence to HR policies, labor laws, and statutory requirements. Maintain and regularly update HR policies, employee handbooks, and compliance documentation. Time & Attendance Management and Payroll Inputs Monitor and manage employee attendance, leaves, late arrivals, and overtime records through HRMS or other tracking systems. Ensure compliance with leave policies and escalate discrepancies when necessary. Provide accurate payroll inputs, including attendance data, leave records, loss of pay (LOP) calculations, expenses related to travel (according to the Travel policy) and incentive details to the finance/payroll team. Process increments, incentives, and rewards & recognition payouts as per company policy. HR Compliance Adherence Ensure compliance with labor laws, statutory regulations, and company policies. Conduct periodic HR audits to verify adherence to legal and policy requirements. Maintain statutory registers and assist in labor law documentation and compliance-related activities. Support responses to legal notices, employee grievances, and labor-related disputes. HR Documentation & HRMS Utilization Maintain accurate and up-to-date employee records and HR documentation. Fully utilize HRMS for tracking employee data, generating reports, and managing HR operations. Exit Management Manage the exit process, including conducting exit interviews, processing full & final settlements, and ensuring clearance formalities are completed. Document and analyze exit trends to identify potential areas for retention improvement. MIS Reporting Prepare and maintain HR-related MIS reports with headcount and attrition.
The ideal candidate will be responsible for new hire orientation and onboarding, employee termination, payroll and benefits, company policy and procedure adherence. In addition, you will build strong relationships with our company's managers in order to help them with their human resource needs. Responsibilities Execute core HR functions, ensuring smooth employee lifecycle management from onboarding to exit. Handle day-to-day HR operations, including onboarding formalities, attendance tracking, leave management, performance monitoring, employee relations, and exit formalities. Ensure effective implementation of HR policies and procedures to maintain compliance and foster a positive workplace culture. Utilize the HRIS for efficient tracking, reporting, and management of employee data and HR processes. Maintain and update the entire employee database, ensuring accuracy and timely updates of employee records, personal details, and employment history. Provide accurate payroll inputs, including salary changes, deductions, attendance records, leave data, and other payroll-related details to the finance/payroll team. Oversee the processing of incentives, increments, and rewards & recognition programs. Coordinate with the HR Manager to support employee engagement initiatives and training & development programs. Prepare and maintain HR-related MIS reports for management review. Qualifications MBA in Human Resources, MSW or related area 2+ years' of FMCG experience working in Human Resources Strong interpersonal and communication skills Functional Competencies HR Operations Policy Implementation Employee Relations & Engagement Talent Management Performance Appraisal Compliance & HR Documentation HR Technology & HRIS Management Job Description Onboarding Conduct and manage all joining formalities, including documentation verification, background checks, and benefits enrollment. Ensure smooth coordination with internal teams for workstation setup, IT access, and necessary resources for new hires. Conduct HR inductions and orientation sessions to familiarize new employees with company policies, culture, and expectations. Maintain a structured onboarding process and track completion to ensure compliance and efficiency. Employee Relations & Engagement Act as a primary point of contact for employee queries, ensuring prompt resolution. Assist in organizing and implementing employee engagement initiatives, including R&R programs, incentives, and cultural activities. Address and resolve employee grievances in a fair and transparent manner. Performance Management & Talent Development Assist in coordinating the performance appraisal process, ensuring timely feedback collection and documentation. Support managers in implementing performance improvement plans (PIP) for employees as required. Gather and compile training needs assessments and competency mapping data. Coordinate and track participation in training and development programs. HR Policy Implementation & Compliance Ensure consistent application and adherence to HR policies, labor laws, and statutory requirements. Maintain and regularly update HR policies, employee handbooks, and compliance documentation. Time & Attendance Management and Payroll Inputs Monitor and manage employee attendance, leaves, late arrivals, and overtime records through HRMS or other tracking systems. Ensure compliance with leave policies and escalate discrepancies when necessary. Provide accurate payroll inputs, including attendance data, leave records, loss of pay (LOP) calculations, expenses related to travel (according to the Travel policy) and incentive details to the finance/payroll team. Process increments, incentives, and rewards & recognition payouts as per company policy. HR Compliance Adherence Ensure compliance with labor laws, statutory regulations, and company policies. Conduct periodic HR audits to verify adherence to legal and policy requirements. Maintain statutory registers and assist in labor law documentation and compliance-related activities. Support responses to legal notices, employee grievances, and labor-related disputes. HR Documentation & HRMS Utilization Maintain accurate and up-to-date employee records and HR documentation. Fully utilize HRMS for tracking employee data, generating reports, and managing HR operations. Exit Management Manage the exit process, including conducting exit interviews, processing full & final settlements, and ensuring clearance formalities are completed. Document and analyze exit trends to identify potential areas for retention improvement. MIS Reporting Prepare and maintain HR-related MIS reports with headcount and attrition