Description:

About Capitalmind

Capitalmind runs a fast-growing Mutual Fund AMC and Wealth / PMS business. Were entrepreneurial, high-ownership, and evidence-driven. We like people who take responsibility, learn fast, and keep things clean - in thinking and execution.

Capitalmind is scaling across two SEBI regulated, high-performance businesses: Mutual Fund AMC and Wealth / PMS. Were hiring more, building new teams, and raising the bar on how we run people agenda without adding bureaucracy.

This role exists because we dont want recruitment to be a transaction. We want it to be judgement-led, business-first, and tightly connected to the kind of culture were building. Youll own hiring deeply and youll also help shape the broader HR system alongside the Group Head HR, with real exposure to strategy, leadership stakeholders, and foundational work.

If youre a recruiter whos strong at closing roles but dont want to be boxed into hiring-only forever, this is designed for you.

What Youll Own (Responsibilities)

A) Recruitment & Talent Acquisition (40%)

- Youll run end-to-end hiring for junior and middle management roles across AMC + Wealth.

- Build sharp judgement on talent quality (not just speed or volume)

B) Strategic & Broader HR Exposure (60%)

Youll work closely with the Group Head HR on building the people engine the systems, rituals, and operating cadence that make a high-growth firm scale without losing culture.

Depending on the quarters priorities, you will lead or co-lead initiatives such as:

- Workforce planning inputs: hiring plans, role prioritization, capability gaps, and sequencing decisions

- Employer branding & talent narrative: sharpen our external story, recruitment content, referral flywheel, and hiring manager readiness

- HR process design: build / improve lean processes across onboarding, feedback loops, documentation, role clarity, and policy execution (simple, not bureaucratic)

- Culture & engagement projects: mechanisms that reinforce high ownership, clarity, and performance without performative engagement programs

- Performance Management: goal-setting hygiene, review cycles support, manager toolkits, identifying HiPo / capability building opportunities

- Learning support (selectively): help design small, high-leverage learning interventions that business teams actually use

- Special projects with the CHRO: tactical + strategic problem-solving across people topics as the business scales (youll see the inside of decisions)

- Success looks like: you becoming a go-to HR partner who can run hiring and build durable people systems.

Who Should Apply

- 6 to 7 years of strong end-to-end recruitment experience (corporate TA or high-quality in-house + agency mix)

- Proven role closures across junior and middle management

- Exposure to Fintech / AMC / Wealth / NBFC / BFSI is a strong advantage (but not mandatory if you learn fast)