HR Manager

About BabyOrgano

BabyOrgano is a fast-growing D2C brand focused on natural and Ayurvedic baby care products. Our mission is to create safe, trusted, and effective products for babies while building meaningful connections with modern parents.

As we continue to grow, we are looking for an experienced HR Manager who can build and strengthen our people function while supporting business growth through effective talent management, HR operations, employee engagement, and people practices.

Job Overview

We are looking for a proactive and people-focused HR Manager to lead the end-to-end HR function at BabyOrgano.

The ideal candidate will be responsible for managing the complete employee lifecycle—from workforce planning, recruitment, onboarding, and HR operations to performance management, employee engagement, retention, compliance, and employee relations.

The role requires strong stakeholder-management skills and the ability to work closely with founders, leadership teams, and department heads to understand business requirements and implement effective people strategies.

Key Responsibilities

1. HR Strategy & Business Partnership

• Develop and implement HR strategies aligned with BabyOrgano's business objectives and growth plans.
• Partner with founders, leadership, and department heads on people-related matters.
• Understand workforce requirements and provide HR solutions that support business growth.
• Build and continuously improve HR policies, processes, SOPs, and organizational practices.
• Act as a trusted point of contact for employees and management on HR matters.

2. Talent Acquisition & Workforce Planning

• Lead end-to-end recruitment across functions and experience levels.
• Work closely with department heads to understand manpower requirements, define JDs, and establish hiring timelines.
• Develop effective sourcing strategies through job portals, LinkedIn, referrals, agencies, and other channels.
• Manage the complete recruitment lifecycle, including sourcing, screening, interviews, negotiations, offers, and closures.
• Track hiring metrics such as TAT, source effectiveness, offer-to-joining ratio, and hiring cost.
• Build and maintain a strong talent pipeline for critical and future positions.

3. Employee Lifecycle & HR Operations

• Manage the complete employee lifecycle from onboarding to separation.
• Ensure smooth joining, documentation, background verification, onboarding, probation, confirmation, transfers, promotions, and exit processes.
• Maintain accurate employee records and HR documentation.
• Ensure HR processes are consistently followed across departments.
• Manage and optimize HRMS processes, employee data, attendance, leave, payroll inputs, and employee records.

4. Performance Management

• Design and manage performance management processes, including KRAs, KPIs, goal setting, performance reviews, and feedback mechanisms.
• Coordinate probation reviews and confirmation processes.
• Support managers in handling performance-related concerns and improvement plans.
• Identify high performers and support career development and succession planning.

5. Employee Engagement & Culture

• Develop initiatives that strengthen employee engagement, collaboration, and workplace culture.
• Plan and execute employee engagement activities, celebrations, recognition programs, surveys, and team-building initiatives.
• Monitor employee feedback and identify opportunities to improve employee experience.
• Build a positive, inclusive, and performance-driven work culture.

6. Employee Relations & Grievance Management

• Act as the first point of contact for employee concerns, grievances, and workplace issues.
• Handle employee relations matters professionally, fairly, and confidentially.
• Support managers in resolving team conflicts and people-related challenges.
• Maintain appropriate documentation for disciplinary actions, warnings, PIPs, and other employee relations matters.

7. HR Policies, Compliance & Governance

• Develop, review, and implement HR policies and SOPs in line with organizational requirements and applicable labour laws.
• Ensure compliance with statutory requirements, including PF, ESIC, bonus, leave, working hours, and other applicable regulations.
• Maintain confidentiality of employee and compensation-related information.
• Conduct periodic reviews of HR processes to ensure proper governance and compliance.

8. HR Analytics & Reporting

• Prepare and present regular HR reports and dashboards for management.
• Track key HR metrics such as:
• Headcount
• Attrition
• Hiring TAT
• Cost per hire
• Employee engagement
• Absenteeism
• Retention
• Performance
• Employee movement
• Use HR data and insights to support management decision-making.

9. Team Management

• Lead, mentor, and manage the HR team.
• Define responsibilities, goals, and performance expectations for HR team members.
• Ensure accountability and timely completion of HR processes.
• Develop the HR team's capabilities and create a structured and efficient HR function.

Key Skills & Competencies

• Strong knowledge of end-to-end HR processes
• Excellent talent acquisition and stakeholder-management skills
• Strong understanding of HR operations and employee lifecycle management
• Knowledge of performance management systems and KRAs/KPIs
• Strong employee relations and conflict-resolution skills
• Knowledge of HR policies and labour compliance
• Strong communication and interpersonal skills
• Leadership and team-management abilities
• Strong analytical and problem-solving skills
• High level of confidentiality and professional integrity
• Ability to work in a fast-paced, high-growth D2C environment
• Strong ownership and execution mindset

What We Are Looking For

We are looking for someone who is more than an HR process executor someone who can own the HR function, understand the business, build strong people practices, and create a positive employee experience.

The ideal candidate should be comfortable operating in a fast-paced environment, taking ownership, solving people challenges, working closely with leadership, and building scalable HR processes as BabyOrgano continues to grow.

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