Human Resources Manager

At Ecultify, we sit at the intersection of creative storytelling, culture, and technology. Behind every great campaign is a team that feels supported, challenged, and clear about where they are headed.

We are looking for an experienced HR professional who can help us attract the right people, build stronger teams, and bring structure to a fast-moving creative environment.

This is not a role limited to attendance sheets, paperwork, and organising office celebrations. You will work closely with the founders and team leads to shape how we hire, onboard, develop, evaluate, and retain people across the organisation.

You will be expected to balance empathy with accountability, culture with performance, and employee experience with business realities.

Role: Human Resources Manager

Location: Andheri East, Mumbai

Role & Responsibilities1. The Talent Custodian

You will own the recruitment journey across creative, strategy, account management, technology, and operational roles.

From understanding the actual requirement behind a vacancy to sourcing, screening, coordinating assignments, conducting interviews, and closing candidates, you will ensure that every hire raises the overall quality of the team.

Your job is not simply to fill open positions. It is to identify people who have the right skills, mindset, ambition, and cultural alignment to grow with Ecultify.

2. Employee Experience & Culture

You will help create an environment where people feel welcomed, heard, supported, and accountable.

You will manage employee engagement, feedback systems, team communication, recognition initiatives, and workplace concerns. You will also identify recurring cultural or operational issues and work with the leadership team to resolve them before they begin affecting performance or morale.

Culture, for us, is not limited to events and celebrations. It is reflected in how people communicate, collaborate, take ownership, and handle pressure.

3. Performance & People Development

You will work with team leads to establish clear roles, KRAs, KPIs, appraisal frameworks, probation reviews, and development plans.

You will ensure that employees understand what is expected from them, receive timely and constructive feedback, and have a visible path for professional growth.

You should be comfortable facilitating difficult conversations, addressing underperformance, and ensuring that decisions are handled fairly, clearly, and respectfully.

4. HR Operations & Compliance

You will own the employee lifecycle—from offer letters and documentation to onboarding, attendance, leaves, appraisals, confirmations, exits, and full-and-final settlements.

You will maintain accurate employee records, coordinate payroll inputs, manage HR platforms, and ensure that internal policies and statutory requirements are followed.

The objective is to create reliable systems that reduce confusion, improve transparency, and allow employees and managers to focus on their work.

5. Leadership Partnership

You will act as a trusted people partner to the founders and team leads.

You will bring objective insights on hiring, retention, team structure, compensation, performance, succession planning, and organisational challenges.

You should be able to understand both sides of a situation, challenge decisions respectfully when required, and recommend solutions that are practical for the employee as well as the business.

The Mindset You Bring

People-First, but Performance-Conscious: You care deeply about employee experience, but you also understand that a healthy workplace requires clarity, ownership, accountability, and consistent performance.

Empathetic, but Not Avoidant: You listen carefully and treat people with respect, but you do not avoid difficult conversations. You understand that genuine empathy also means providing honest feedback, setting boundaries, and holding people accountable.

Fiercely Proactive: You do not wait for an employee to resign before identifying a retention issue or for a vacancy to become urgent before building a talent pipeline. You anticipate people-related risks and act before they become larger problems.

Discreet & Trustworthy: Employees and leadership will share sensitive information with you. You handle every conversation with maturity, confidentiality, and sound judgement.

Organised & Precise: You bring structure to a fast-moving environment. Your documentation is accurate, your communication is clear, and your follow-ups do not require follow-ups.

Business-Minded: You understand that HR is not separate from the business. Hiring decisions, compensation structures, performance management, and employee engagement must ultimately contribute to stronger teams and better organisational outcomes.

Comfortable with Technology: You are open to using HR platforms, automation, and AI-enabled tools where they can improve efficiency, reporting, recruitment, or documentation. Technology should support your judgement, not replace it.

The Core Skills Required

• 2–5 years of experience in HR, preferably within a creative, digital, technology, media, or startup environment.
• Strong experience in end-to-end recruitment and candidate management.
• Practical understanding of onboarding, payroll coordination, attendance, leaves, appraisals, confirmations, and exit processes.
• Experience creating or managing KRAs, KPIs, performance reviews, and employee development plans.
• Strong communication, interviewing, negotiation, and conflict-resolution skills.
• Ability to manage sensitive employee matters with confidentiality and maturity.
• Working knowledge of Indian employment practices and HR compliance.
• Comfort working with HRMS platforms, spreadsheets, reporting systems, and modern productivity tools.
• Ability to work independently while partnering closely with founders and department heads.
  

This role is not the best fit if:

You see HR as only an administrative function: You are comfortable limiting your role to attendance, documentation, payroll inputs, and office activities, without actively contributing to hiring quality, performance, culture, or organisational development.

You avoid difficult conversations: You hesitate to address underperformance, behavioural concerns, workplace conflicts, or uncomfortable feedback.

You take sides too quickly: You react emotionally to employee or management concerns without first understanding the complete context and the business implications.

You wait for instructions: You require the founders or team leads to identify every people-related problem and tell you what action to take.

You struggle in a fast-moving environment: You prefer highly predictable organisations where roles, processes, and structures rarely change.

You prioritise activity over outcomes: You measure success by the number of interviews conducted, events organised, or policies created rather than the quality of hires, employee performance, retention, and team health.