About WheelsEye

WheelsEye is a hyper-growth tech logistics startup. We started in 2017 with the idea to empower the Truck Fleet Owners, and enable them and their business via technology. We started off as a GPS tracking company and today we have created an entire ecosystem of services aimed at transforming truck logistics in India. We aim to provide fleet owners with a one-stop platform for all their needs: GPS, Fastag, Fuel tracking, Marketplace, and more.

We are a bunch of passionate and hungry individuals who are on the road to building a better India. We are in"Mission Mode". We operate with only one intent-solving our customer's problems and adding value to their lives. Our constant endeavor is to create and evolve data-driven software solutions that conquer logistic business problems and inspire more thoughtful data-driven decision-making. Problem Solving and Ownership are at the core of what we do; having the right intent & focus shall help us achieve the same.

About the Role: HR Lead - Non-R&D (Sales/Commercial)

Why is it required

The role will play a key role in building the business by onboarding right talent in Sales/Marketing/Finance/Corporate/Supply Chain and rewarding/engaging them in a way that they feel motivated to enthusiastically partner the organization in its 10X growth journey.

The role would have end-to-end ownership of TA + HRBP for the span while also leading charters under CoE for the organization. Philosophically we believe in keeping the entire lifecycle of an employee under a common HR leader to enable them to make better business and people decisions and ensure a smooth and enriching experience for both the employees and HR.

The role exists to drive the following agenda in the Non-R&D span:

A. Right Talent: Ensuring the company is ready from a talent point of view to support the company's growth plans

a. Right Capability:

- Collaborate with stakeholders to identify the right capabilities needed for their function and define AOP in line with the plan, while keeping an eye on overall Non-R&D cost as a % of revenue.

- To be done right from off-roll to leadership levels, jointly with HR, business and finance.

b. Right Skill:

- Identify industries/companies that would be the best fit to hire the right talent from.

- Co-create processes and perform data analysis as we continue building SOPs.

c. Right Manning:

- Plan and build recruitment infra (consultants/in-house TA) in line with hiring requirements-new positions in line with AOP, expected attrition, and infra upgrades as needed.

- Prioritize roles based on business requirements and communicate timelines clearly with hiring managers. Keep them updated throughout the recruitment process.

- Ensure manning target as per hiring plan/TAT framework is met monthly within salary budgets set out in compensation philosophy and AOP.

d. Right Onboarding:

- Follow the designed induction process for all new joiners (functional, cross-functional, market visits).

- Establish regular 30-60 day connect with new employees for feedback and continuous improvement.

e. Retention of Right Talent:

- Define top/critical talent and chalk out engagement/retention/growth plans.

- Provide regular visibility of attrition data to leaders and identify trends with action plans.

f. Right Exit:

- Ensure smooth exit processes, conduct exit interviews, and act on insights jointly with business.