People Partner

Location

Ahmedabad, Gujarat, India

Job Description

The People Partner at SwiftSku is the whole function in one person — running the systems that keep the company compliant and organised, while also being the adviser managers turn to when they have a performance conversation to navigate or a team structure that isn’t working. You will be in the HRMS at 1pm and in a sensitive ER conversation at 8pm. That’s the role. The role sits at the intersection of people, process, and systems — and is critical to delivering a reliable employee experience at scale. We need someone who has scaled people functions before, not at a 5,000 person company with 20 HRBPs, but at a company that looked a lot like us — a 50+ headcount and growing steadily: fast, distributed, ambitious. Someone who can set up the infrastructure that lets us hire well, retain the people who drive outcomes, and build managers who don’t need hand-holding. This is a builder role, not a maintainer role. If you need a fully staffed HR team and mature processes to do your best work — this isn’t the right fit.

WHO YOU ARE

• You have built HR infrastructure from scratch at a company that was scaling fast — you know what corners to cut and which ones you can’t
• You have worked across at least two geographies and understand that global doesn’t mean uniform
• You think in systems, not transactions. You solve the root problem, not the symptom
• You are direct with founders and leaders — you give your view, disagree openly, and commit fully once a decision is made
• You don’t need the team to be big to do the work well. You can execute alongside the people you’re enabling
• You are credible on the technical details — employment law, comp mechanics, HRMS administration — without getting lost in them
• You care about people’s outcomes. You measure yourself by what actually changes, not by programs launched

WHAT WE OFFER

• A seat at the leadership table — not a support function that gets consulted after decisions are made
• The scope to build the people function the way it should be built, with leadership that will back the right calls
• Competitive compensation with meaningful equity — we will share the upside with the people who build it
• A company that genuinely cares for its people — the decisions you make will define the culture for years

ROLE DETAILS

People Infrastructure

The architecture that makes everything else possible

• Design and own the global people operations framework: process, policies, employment structures
• Own the HRMS (Keka) as the system of record: data integrity, workflows, reporting, and adoption across all geographies
• Define and enforce documentation standards: offer letters, employment terms, policy acknowledgements, and lifecycle records

HR Business Partnership

Strategic counsel to leadership and founders

• Serve as a trusted advisor to the founders and leadership team on all people matters — org decisions, team health, difficult cases, and growth tradeoffs
• Make people data useful: surface patterns, flag risks, and present options
• Own sensitive Employee Relations matters end-to-end: investigations, documentation, and resolution — with consistency and without unnecessary escalation
• Represent the employee perspective in leadership decisions — not as a blocker, but as someone who helps the company make better calls
• Manage and grow — build the team as headcount scales

Culture & Engagement

Distributed by structure, connected by intention

• Own the engagement signal: pulse cadence, synthesis, and action — not just survey scores, but what changes because of them
• Build the rituals and systems that sustain culture across time zones: recognition, communication norms, and shared operating principles
• Maintain a flight-risk radar and work with leaders on proactive retention before people have already decided to leave
• Be the honest voice in the room about culture drift: call it when you see it, propose solutions, and track whether they’re working

Compensation, Payroll & Rewards

• Run payroll end-to-end: collect inputs, validate, and execute processing. Payroll runs on time, every month
• Define levels and bands that hold — so that every offer, promotion, and raise is made within a framework
• Manage the annual comp review cycle: merit, promotion, and equity refresh
• Design and maintain a benefits approach that is locally relevant