<div>We are a niche HR consulting firm offering strategic human resource management solutions to multiple industries and across verticals. </div><div> </div><div>Our Services Include:</div><div>Recruitment, Employer Branding, Policy Creation, Employee Engagement, Onboarding Process, Organization Structure and Culture, Performance Management System, Exit Interviews, Rewards &amp; Recognition, HR Operations, Compensation Design, Employee Assistance Programs and more! </div><div> </div><div> Media Coverage:</div><div>We have been covered (both online and in print) by publications like Dainik Bhaskar, The Tribune, The Pioneer and many more. The Times of India (ETimes) and Deccan Chronicle, who have specifically mentioned Headsup Corporation utility in hiring. </div><div> </div><div>Reach out to us at info@headsupcorporation.com</div>

Headsup Corporation

HR Manager
People, HRBP &amp; Organisational Development
Reports to
Senior Management
Experience
2 to 5 years (minimum 2)
Location
Noida (see work arrangement)
Team
Leads 2 junior HR executives (HR operations and administration)
Role Snapshot
A strategic, hands-on HR Manager to own the people function. This is a business-partnering and organisational-development mandate, not an admin or operations role. You will run employee relations, performance and KPI systems, capability building, and OD initiatives, while grooming a two-person HR team that handles day-to-day operations and administration. The role suits someone early in their career but ambitious, comfortable moving between strategy and execution, and ready to travel.
Lines of Work
1. HR Business Partnering &amp; Employee Relations
•&nbsp;&nbsp; Act as the primary people partner to employees and managers across functions.
•&nbsp;&nbsp; Handle employee relations, grievances, and conflict resolution with fairness and discretion.
•&nbsp;&nbsp; Advise managers on people decisions such as team structure, role clarity, and performance conversations.
•&nbsp;&nbsp; Build trust and an open-door culture, acting as a bridge between leadership and teams.
2. Performance Management &amp; KPIs
•&nbsp;&nbsp; Co-create role-wise KPIs and success metrics with function leads, then own, standardise, and track them.
•&nbsp;&nbsp; Run the performance management cycle end to end, covering goal-setting and mid-year and annual reviews.
•&nbsp;&nbsp; Design and administer the annual 360-degree feedback process, consolidate insights, and drive follow-through with managers.
•&nbsp;&nbsp; Translate performance data into development actions, not just ratings.
3. Organisational Development (OD)
•&nbsp;&nbsp; Support organisation design and role architecture as the company scales.
•&nbsp;&nbsp; Build and maintain competency frameworks and career pathways.
•&nbsp;&nbsp; Own employee engagement, including diagnostics, action planning, and closing the loop.
•&nbsp;&nbsp; Strengthen culture and values in daily practice, and support change and communication during transitions.
•&nbsp;&nbsp; Contribute to succession thinking and internal mobility for key roles.
4. Learning &amp; Development / Capability Building
•&nbsp;&nbsp; Identify skill and behavioural gaps across teams.
•&nbsp;&nbsp; Design or coordinate light-touch soft-skills and L&amp;D interventions, delivered in-house or through partners.
•&nbsp;&nbsp; Track emerging AI and efficiency tools relevant to the business, enable teams to adopt them, and work with leaders on rollout and ways of working.
•&nbsp;&nbsp; Build onboarding and role-readiness journeys for new hires, and tie learning impact back to performance.
5. Team Leadership, HR Operations &amp; Policy
•&nbsp;&nbsp; Lead, groom, and develop 2 junior HR executives who handle HR operations, admin, and coordination.
•&nbsp;&nbsp; Set the standard and quality for HR processes: you own the outcome, the team runs the execution.
•&nbsp;&nbsp; Ensure HR policies, records, and compliance basics are sound, owned through the team rather than personally administered.
•&nbsp;&nbsp; Review and upgrade HR policies as the organisation grows and as new needs emerge.
•&nbsp;&nbsp; Build the HR function into a capable, dependable unit as the company scales.
Candidate Profile
Qualification
MBA in HR or an equivalent HR, organisational behaviour, or organisational psychology qualification
Experience
2 to 5 years in a generalist, HRBP, or OD-oriented HR role
Sector (preferred)
Carbon markets, carbon credit assurance or verification, ESG, or sustainability assurance and certification
Orientation
Strategic and hands-on: a thinking-HR profile, not process-only
Mindset
Agile, curious, and quick to learn and adapt in a growing set-up
Travel
Fully comfortable with domestic and international travel
Core competencies:&nbsp; employee relations, performance and KPI management, OD and engagement, basic L&amp;D design, team leadership, discretion and judgement, ownership.
Work Arrangement &amp; Travel
•&nbsp;&nbsp; First 3 months (extendable): 4 days a week from Noida plus 1 day a week from a South Delhi office, for structured onboarding, capability-building, and grooming support.
•&nbsp;&nbsp; Thereafter: full-time from Noida.
•&nbsp;&nbsp; Travel: willingness to travel both domestically and internationally as the role requires.