What Do We Do
ShopDeck helps e-commerce merchants set up and manage their D2C storefront profitably.
Proposition For Merchants
D2C selling made as easy as selling on marketplaces like AZ, FK, Meesho, Myntra, etc
Why Build This
- India's D2C wave has been limited to venture-funded D2C brands today
- The art of selling on your own website is not democratised. There are 500k-1M sellers who can sell D2C but can at best sell on marketplaces
- Philosophically - we feel brand owners should spend most of their time on the product and not on channel optimization
- Shopify / Status-quo software solve for work-flow management of storefront but don't do enough on helping merchants sell well!
Our Proposition
- We have a software + services proposition for the merchant with the goal of optimising for the merchant's profitability.
- Our product is an all-in-one software stack that gives merchants everything they need to sell D2C, i.e. Storefront, Shipping, Marketing integrations, Communication.
- Our services layer works on top of this software stack to achieve profitability for merchants. Here, we combine 4-key roles in classic e-commerce setup, all relevant for any D2C brand as well:
- Marketing manager (top of the funnel)
- Category manager (products/merchandising)
- Product manager (website/app metrics)
- Ops manager (shipping metrics)
Our services layer measures metrics across all these buckets to optimise and take appropriate actions for merchant's profitability. Over time, the goal is to productize our services layer - which we believe will move the baseline of what merchants expect from a storefront software.
Job Title: HR Business Partner (HRBP)
About The Role
We're hiring a Junior HR Business Partner (HRBP) to support people programs and day-to-day business partnering for a growing team at ShopDeck. You'll work closely with business managers to improve performance, engagement, and team effectivenesswhile learning fast in a high-ownership environment.
This role is ideal for someone early in their HRBP journey who can execute strongly, communicate crisply, and build trust with employees and managers.
Key Responsibilities
- Business Partnering Support
- Partner with managers to support core people processes: goal setting, performance check-ins, feedback cycles, and employee development actions.
- Help translate business needs into people actions (team structure hygiene, role clarity, cadence rituals).
- Keep managers accountable to timelines, quality of inputs, and follow-through (e.g., reviews, PIPs, confirmations).
- Performance & Manager Effectiveness
- Coordinate performance cycles: communication, manager enablement, template/tool readiness, progress tracking, and closure discipline.
- Coach managers (with guidance from senior HR) on basics of: expectation setting, feedback quality, documentation, and performance conversations.
- Track common capability gaps and propose simple interventions (training sessions, templates, nudges).
- Employee Experience & Engagement
- Run lightweight listening mechanisms (pulse surveys, skip-level inputs support, focus group notes) and convert insights into actions.
- Support employee journey moments: onboarding experience, probation/confirmation experience, internal moves, and exitsensuring a consistent, fair experience.
- Help execute recognition and culture routines with measurable participation and outcomes.
- Employee Relations & Case Handling
- Be a first point of contact for employee queries and concerns; triage, document, and escalate sensitive cases appropriately.
- Support investigations/issue resolution with neutrality, confidentiality, and process rigor.
- Drive closure with clear communication and adherence to company policy.
- Org Hygiene & People Analytics
- Maintain team dashboards: headcount, attrition, performance cycle progress, engagement actions, and manager action trackers.
- Identify trends (repeat ER topics, attrition drivers, low engagement segments) and recommend focused actions.
- Ensure data hygiene across HR systems for your supported teams (in partnership with HR Ops).
- Policy & Process Adoption
- Help roll out policies/process updates with clear comms and manager education.
- Ensure adoption (acknowledgements, adherence tracking) and highlight gaps early.
Must-Have Qualifications
- 13 years experience in HR generalist / junior HRBP / people ops (startup or high-growth preferred).
- Solid fundamentals across performance processes, employee relations basics, and stakeholder communication.
- Strong documentation skills (meeting notes, case logs, policy/process adherence).
- Comfort with data and trackers (Excel/Sheets); ability to run dashboards and follow-ups.
- High integrity, confidentiality, and maturity handling sensitive situations.
Nice-to-Have
- Exposure to performance management cycles, engagement surveys, or manager training enablement.
- Experience supporting a fast-growing function (Sales / Ops / Product / Tech).
- Familiarity with HRIS tools and structured people reporting.
Skills & Attributes
- Execution + follow-through: you close loops, not just start them.
- Manager-friendly communication: clear, concise, and action-oriented.
- Good judgment: knows what to solve, what to escalate, and how to document.
- Employee empathy with fairness: balances care with policy/process.
- Comfort with ambiguity: can build structure where none exists.
What We Offer
At ShopDeck, you'll:
- Impact Lives: Help hundreds of sellers grow their brands online
- Innovate Fearlessly: Experiment, learn, and push boundaries.
- Thrive Together: Work with diverse, driven minds in a culture of care and boldness.
If you're curious, driven, and ready to take on big challenges, ShopDeck is where you belong!
Location: Bangalore (In-Office)
Skills: human resource planning,hrbp,strategic human resources leadership,people management
