Deputy General Manager Human Resources (DGM-HR)

Position Title: Deputy General Manager Human Resources (DGM-HR)

Industry: B2B (Business-to-Business)

Reports To: Chief Executive Officer

Team Size Managed: 34 (Talent Acquisition, HR Operations, Payroll & Compliance)

Location: Nehru Place, Delhi

Job Purpose:

To lead and build the HR function, driving talent acquisition, statutory compliance, performance management, and organisation design as the company scales from a focused multi-city operation to a national platform. The role requires a hands-on HR leader who can operate as a thought partner to the CEO while managing a lean, multi-functional HR team and building people systems from the ground up.

Key Responsibilities:

1. Architecting the Organisation:

- Partner with the CEO to design the organisation structure and manpower plan needed to scale from the current base to a national platform.

- Lead, mentor and manage a lean HR team of 34 professionals across TA, HR operations, payroll and compliance.

2. Building the Leadership Engine:

- Drive senior and leadership hiring in direct partnership with the CEO, attracting high-caliber leadership talent to the organisation.

- Build structured leadership pipelines and onboarding for business-critical roles.

3. Talent Acquisition as Competitive Advantage:

- Own end-to-end recruitment sourcing, interviewing, offer negotiation and onboarding across corporate, sales and field roles.

- Build scalable hiring pipelines and track recruitment TAT, cost-per-hire and quality-of-hire to support rapid headcount growth across cities.

4. Performance and the Culture Operating System:

- Design and drive the performance appraisal cycle (goal-setting, mid-year review, annual appraisal) linked to KRAs/KPIs.

- Build a performance-oriented, execution-focused culture consistent with the company's operating discipline.

5. Leadership Development and Succession:

- Support functional leaders with performance improvement plans, talent calibration and succession planning for key roles.

- Identify and develop high-potential talent to build bench strength ahead of scale.

6. HR Operations, Compliance and Governance:

- Discharge Principal Employer obligations under the Contract Labour (Regulation & Abolition) Act for manpower deployed through vendors/distributors contractor licensing, wage and statutory-remittance verification, and periodic vendor compliance audits.

- Supervise payroll, HRMS and HR policies/SOPs across all locations.

7. People Analytics and Decision Architecture:

- Own HR MIS and dashboards for leadership headcount, attrition, cost-to-company and compliance status.

- Use data to inform workforce planning, retention strategy and organisation design decisions.

8. Building the AI-Native HR Function:

- Drive HR digitisation and adoption of AI-enabled tools across recruitment, payroll and HR operations, suited to a lean, multi-city model.

- Evaluate and implement HRMS/AI tools that improve efficiency for a lean HR team.

Key Skills & Competencies:

- Proven experience managing a full-stack HR function - TA, HR operations, payroll/C&B and PMS within a lean team structure.

- Strong working knowledge of Principal Employer obligations under the Contract Labour (Regulation & Abolition) Act for a vendor/contractor-led workforce.

- Strong stakeholder management and communication skills; data-driven decision-making using HR analytics and HRMS tools (Darwinbox, Zoho People, GreytHR or equivalent).

Qualifications & Experience:

- Education: Regular full-time MBA/PGDM in Human Resources, ideally from a Tier-1 institution IIM Ahmedabad, IIM Bangalore, IIM Calcutta, ISB, XLRI, FMS, SPJIMR, MDI, IIM Lucknow or IIM Indore.

- Experience: 1015 years of post-MBA experience, having built (not inherited) an HR function inside a high-growth environment. Relevant backgrounds include consumer, retail, e-commerce, FMCG, technology, logistics, B2B commerce, or high-growth startups (e.g., Zomato, Swiggy, Udaan, BigBasket, Zepto-type organisations).

- Strong preference for candidates who have scaled organisations through inflection points most often 100500 or 5001,500 employees and who can describe, in operational detail, what they built, what worked, and what they would do differently.

- Demonstrated success in attracting, developing and retaining high-caliber leadership talent.

Key Performance Indicators (KPIs):

- Principal Employer / contractor compliance score (zero non-compliance)

- Recruitment TAT and cost-per-hire, especially for leadership roles

- Payroll accuracy and timeliness

- Attrition rate and employee engagement scores

- HR cost as a % of revenue/manpower cost