About Nua
Nua is a digital-first, omnichannel brand reimagining women's wellness with the full attention it has always deserved – instead of the superficial solutions it has typically received. We serve nearly 20 lakh women and girls each month with Zero Irritation period care, maternity care, skincare, everyday intimate care, and digital tools like our Period Tracker App and SecretKeeper chat.
With a thriving D2C business, we are also the second-largest women's wellness brand on most Indian e-commerce and quick commerce platforms.
Since 2017, we have innovated around the neglected, overlooked frictions women and girls face in their wellness journeys – the irritations they've learned to manage quietly, the problems that others dismiss as just part of being a woman. Our guiding philosophy is Thought Around You, to ensure we develop wellness products that truly ease your cycle, body, feelings, and life.
Founded in 2017, Nua is fast-growing and profitable, powered by a hardworking, supportive, and diverse team that always puts customers first. If you enjoy a fast-paced environment, if creative and collaborative problem-solving excites you, and if you're looking for an opportunity to own true impact, Nua might be the place for you!
About the Role:
Nua is set to grow and this role will architect and lead that journey. As the People and Culture Lead (Associate Director), you will own the full people agenda - leading the HR Operations, HR Business Partnering, and Talent Acquisition teams - while directly strategizing Rewards, Compliance, Capability building, HRIS, and engagement with the team.
You will design the systems, processes, and organisation structures that allow Nua to scale without losing speed, culture, or quality of talent.
Key Responsibilities:
Scaling the Organisation:
- Build and execute the people roadmap for scaling headcount while protecting culture, quality of hiring, and organisational health.
- Partner with leadership on organisation design: structures, spans, layers, role clarity, and career paths that can absorb rapid growth.
- Define workforce plans and hiring prioritisation in line with business and budget plans.
Leading the HR Team:
- Lead, mentor, and grow the HR Ops and Business Partnering, and Talent Acquisition teams.
- Define team structure as the org scales.
- Set goals, OKRs, operating rhythms, and quality standards across all people functions.
Talent Acquisition:
- Drive the TA engine: hiring strategy, funnel efficiency, employer branding, and candidate experience.
- Help the Talent Specialist institutionalise structured hiring -interview frameworks, assessment rigour, and hiring manager capability.
- Anchor critical leadership roles.
Rewards & Compensation:
- Design compensation philosophy, salary structures, benchmarking, and annual increment/bonus cycles.
- Design incentive plans (variable pay, sales incentives, ESOPs as applicable) that align with business outcomes.
- Manage benefits strategy managing budgets, competitiveness, and employee experience.
Compliance & Governance:
- Ensure full statutory compliance across PF, ESIC, gratuity, Shops & Establishments, CLRA, POSH, and other applicable regulations.
- Own POSH governance, HR audits, and policy frameworks; keep policies current and consistently applied as the org grows.
- Build audit-ready documentation and controls across the employee lifecycle.
Capability & Performance:
- Build the capability agenda: Strengthen Manager development, Functional Skilling (particularly Sales), and leadership readiness for a larger organisation.
- Own the performance management system -goal setting, reviews, calibration, and linkage to rewards.
- Drive talent reviews and succession planning for critical roles.
HRIS, Process & Analytics:
- Scale the HRIS and adjacent tools (ATS, payroll, engagement platforms).
- Drive automation to drive efficiencies.
- Build people analytics.
Engagement & Culture:
- Own the engagement strategy: action planning and follow-through.
- Preserve Nua's culture and values through rituals, communication, onboarding, and recognition.
- Handle sensitive ER matters with judgement and care.
What we are looking for:
- 10-12 years of HR experience with at least 3 years leading HR sub-functions or an HR team in consumer brands, e-commerce, or startup Organisations.
- MBA/PGDM in HR from a reputed institute or equivalent qualification.
- Proven experience scaling an organisation through rapid growth in a startup, D2C, or high-growth environment.
- Strong generalist depth across TA, HRBP, rewards, compliance, and HR operations - with the ability to go hands-on where needed.
- Solid command of Indian labour law and statutory compliance.
- Experience implementing or scaling HRIS/ATS platforms and building people analytics.
- Strong business acumen and stakeholder engagement.
- High integrity, discretion, and empathy - a leader people trust.
- Exposure to ESOP design and administration will be an added advantage.
