People & Performance Lead

Role Overview

People and Performance Manager

You will work closely with founders and leadership to ensure the organization attracts, develops, and retains top talent across marketing, sales, operations, and support functions.

Key Responsibilities

1. End-to-End Recruitment

   • Own complete hiring lifecycle: manpower planning, sourcing, screening, interviewing, offer rollout, and onboarding.
   • Hire for roles across

     digital marketing, content, performance marketing, real estate sales, CRM, operations, and leadership positions

     .
   • Build strong talent pipelines using LinkedIn, referrals, recruitment portals, and agency partners.
   • Partner with business heads to understand role requirements, performance expectations, and cultural fit.
   • Reduce time-to-hire while maintaining quality of hires.

2. Performance Management

   • Design and manage

     performance appraisal frameworks

     aligned with business KPIs.
   • Implement goal-setting systems (OKRs / KRAs) across teams.
   • Drive quarterly and annual performance reviews with clear documentation.
   • Identify high performers and support underperformers through structured improvement plans.
   • Work with leadership on succession planning and career progression paths.

3. Employee Engagement & Culture

   • Drive employee engagement initiatives to improve motivation, retention, and productivity.
   • Plan and execute engagement activities, team offsites, recognition programs, and internal communication.
   • Act as a trusted point of contact for employee concerns and conflict resolution.
   • Build a culture of accountability, ownership, and continuous learning.

4. HR Operations & Compliance

   Develop HR policies, employee handbooks, and compliance with labor laws.
   • Manage attendance, leave management, and payroll coordination (with vendors as required).
   • Ensure smooth onboarding and exit processes, including documentation and exit interviews.
   • Maintain accurate employee records and HR dashboards.

5. Strategic HR Partnership

   • Advise founders and leadership on people strategy, team structure, and capability building.
   • Support organizational growth by anticipating future hiring and skill requirements.
   • Use HR data and insights to improve retention, performance, and engagement.

Required Skills & Experience

• 4-8 years of experience in HR, with strong exposure to

  recruitment, performance management, and engagement

  .
• Experience in

  digital marketing agencies, real estate companies, consulting firms, or B2B services

  is a strong plus.
• Proven ability to hire for both

  creative and sales-driven roles

  .
• Strong understanding of performance frameworks and people metrics.
• Excellent communication, interpersonal, and stakeholder management skills.
• Hands-on, execution-oriented mindset with the ability to work in a growing organization.
• Working knowledge of Indian labor laws and HR best practices.

What Were Looking For

• Someone who thinks like a

  business partner

  , not just an HR administrator.
• Comfortable working directly with founders and teams alike.
• Able to balance empathy with accountability.
• Passionate about building teams, culture, and long-term organizational capability.