Have you got an awesome appetite for growth?

Talent Bar and Talent Density:

- Raising the talent bar across Product, Analytics, Engineering and Data by partnering closely with hiring managers and Talent Acquisition on role design, calibration and interview rigour.

- Building a clear and honest view of talent density across the function: knowing where the strength sits, where the gaps are and what it will take to close them.

- Driving internal development, mobility and succession so critical roles have credible internal successors and not only external pipelines.

- Owning workforce planning for Tech, keeping headcount, skills and structure aligned to the product and engineering roadmap.

Employee Experience and Org Connectedness:

- Shaping how people experience the company brand through continuous listening: surveys, skip levels, focus groups and the informal channels that surface the real signal.

- Translating listening data into action plans with named owners, clear timelines and follow through.

- Partnering on rituals, forums and communication that keep Tech connected to the business, the consumer and the product.

Leadership Ecosystem and Capability Building:

- Building the leadership ecosystem the company needs to execute and scale: identifying, developing and coaching managers and senior leaders across Tech.

- Keeping the organisation transformation ready by anticipating structure, capability and culture needs ahead of time rather than reacting to them.

COE Ownership:

- Owning a company wide COE mandate alongside the HRBP charter, with Performance Management being a strong possibility.

- Building or reshaping the performance philosophy, cycle design, calibration approach and the manager enablement that has to go with it.

- Driving adoption across business units, holding a consistent bar and making the process something managers find genuinely useful.

- Measuring the impact of the COE charter through data and improving it every cycle.

Business Partnership and Culture:

- Partnering with Tech leadership as a real thought partner on org design, capability, culture and business priorities.

- Using people data to spot attrition risk, engagement dips and structural issues early, and bringing solutions rather than dashboards.

We hope that you:

- Bring 8 - 12 years of HR experience with strong HRBP depth, including meaningful time partnering Product, Engineering, Analytics or Data teams.

- Bring real COE experience, ideally Performance Management, whether that meant building a framework from scratch or fixing one that had stopped working.

- Are comfortable with ambiguity, and can hold a team steady while the org around it is still taking shape.

- Have used listening mechanisms seriously: you know how to run them, how to read what they are really saying and how to convert them into visible action.

- Are data fluent and can build a case with numbers in a room full of analytical people who will ask you exactly where the number came from.

- Bring a strong bias for execution: you build, ship, measure and improve instead of waiting for the perfect plan.

- Are excited about building the people engine for a brand that is changing how India eats, and are ready to be hands on to do it.