Company : Outhouse Jewellery
About the Company
Outhouse is one of India's leading bridge-to-luxury jewellery and accessories brands, celebrated for its bold design language, exceptional craftsmanship, and global vision. Founded by sisters Kaabia and Sasha Grewal, Outhouse has established a strong presence across retail, e-commerce, and international markets.
As we continue to scale globally, we're looking for an exceptional People Leader to help shape the next chapter of our growth. This is an opportunity to build a high-performing organization, strengthen our culture, and partner directly with the founders in creating an environment where exceptional people thrive.
Position : Senior HR Manager – People & Culture (Individual Contributor)
Location : Gurgaon
Experience
Minimum 8–12 years of progressive HR experience, with strong exposure to Talent Acquisition, HR Business Partnering, Performance Management, Organization Development, Learning & Development, and Culture Building. Experience in luxury, fashion, retail, lifestyle, consumer, or founder-led businesses will be preferred.
Skills
- Exceptional communication and interpersonal skills
- Highly organized with excellent execution capabilities
- Strategic thinking with a strong business mindset
- High ownership, accountability, and integrity
- Strong stakeholder management and influencing skills
- Analytical and data-driven decision making
- Strong understanding of employment laws and HR best practices
- Proficiency in Microsoft Office and HRMS platforms
Contact : [Confidential Information]
About the Role
This is not a traditional HR operations role.
As the Senior HR Manager – People & Culture, you will serve as a strategic business partner to the founders and leadership team to build the people strategy that supports Outhouse's next phase of growth, driving the people agenda that supports Outhouse's ambitious growth plans.
You will be responsible for attracting exceptional talent, building a high-performance culture, implementing best-in-class performance management systems, developing leadership capabilities, and creating scalable HR processes that enable the organization to grow sustainably.
This is an Individual Contributor role requiring someone who is equally comfortable shaping strategy, influencing leadership, and executing with excellence.
Key Responsibilities
1. Talent Acquisition & Employer Branding
- Lead end-to-end recruitment across corporate, retail, creative, marketing, and leadership functions.
- Own leadership hiring
- Develop and execute talent acquisition strategies aligned with business growth.
- Build a strong employer brand to attract high-calibre talent.
- Partner with recruitment agencies and external talent networks.
- Design structured interview frameworks and hiring scorecards.
- Improve hiring quality, candidate experience, and time-to-hire metrics.
- Build talent pipelines for future business requirements.
2. Performance Management & Talent Development
- Design, implement, and continuously improve the company's Performance Management System (PMS).
- Develop KRAs, KPIs, competency frameworks, and goal-setting processes.
- Facilitate quarterly and annual performance review cycles.
- Coach managers on performance conversations, feedback, and development planning.
- Develop Individual Development Plans (IDPs) and succession planning frameworks.
- Identify high-potential employees and leadership development opportunities.
- Build a culture of accountability, ownership, and continuous improvement.
- Drive succession planning and career progression
3. HR Business Partnering & Organizational Strategy
- Partner closely with founders and department heads to align people strategy with business objectives.
- Advise leadership on organizational design, workforce planning, and capability building.
- Review organizational structures and recommend improvements to support future growth.
- Build clear role definitions, reporting structures and career paths
- Drive organization design initiatives to improve efficiency
- Drive change management and organizational transformation initiatives.
- Build scalable HR frameworks that support business expansion.
- Provide HR analytics, dashboards, and people insights to enable strategic decision-making.
4. Learning & Development
- Identify organizational capability gaps
- Build and drive annual learning and development roadmap across the organization
- Design leadership development initiatives
- Create structured onboarding and induction programs
· Build competency frameworks and learning pathways across functions.
5. Employee Experience & Culture
· Strengthen employee engagement and foster a high-performance collaborative culture
· Lead employee recognition and reward initiatives.
· Lead employee engagement initiatives and programs.
· Champion Outhouse's values, culture, and employee experience.
· Build initiatives that improve collaboration, communication, and leadership effectiveness.
· Act as a trusted advisor for employee relations and conflict resolution.
5. HR Operations & Compliance
- Develop and continuously improve HR policies, SOPs, and people processes.
- Ensure compliance with labour laws and statutory requirements.
- Partner with Finance on payroll, compensation benchmarking, and annual salary reviews.
- Oversee HRMS implementation, employee records, and reporting.
- Maintain HR dashboards and people analytics to monitor organizational health.
What Success Looks Like
Within the first 12 months, you will have:
- Built a structured and scalable recruitment function.
- Implement an effective Performance Management System
- Strengthen learning and development initiatives across organisation
- Established leadership development and learning initiatives.
- Improved hiring quality and employee retention.
- Partner closely with leadership to support business growth build a high-performing, values-driven organization.
- Strengthened organizational structure and workforce planning.
- Enhanced employee engagement and company culture.
- Developed HR processes that enable Outhouse to scale confidently.
Key Profile Requirements – Head of Human Resources
- Bachelor's degree in Human Resources, Business Administration, Management, or a related discipline; a Master's degree or professional HR certification is preferred.
- Minimum 10 years of progressive HR experience, with at least 5 years in a senior leadership or Head of HR role. Experience working in founder-led, high-growth organizations, with the ability to thrive in fast-paced and evolving environments.
- Prior experience within luxury, fashion, retail, lifestyle, D2C, consumer, or premium brands will be a strong advantage
- Proven track record in building and scaling HR functions within growing or transforming organizations.
- Strong expertise in organizational design, workforce planning, performance management systems, and talent development.
- Demonstrated experience in driving change management initiatives and supporting business transformation. identify and attract high-calibre talent.
- Ability to partner with founders and business leaders to translate business objectives into scalable people strategies and organizational initiatives.
- Strong commercial acumen, with the ability to understand business priorities and use people strategies to drive organizational performance
- In-depth knowledge of labor laws, statutory and regulatory compliance, and HR governance.
- Hands-on experience in HR systems implementation and digital HR transformation.
- Excellent leadership, interpersonal, and stakeholder management skills, with the ability to influence at senior and board levels.
- Strong communication, negotiation, and conflict-resolution capabilities.
- High standards of integrity, confidentiality, and ethical conduct.
- Strategic mindset combined with the ability to remain operationally hands-on as required.
Leadership Competencies – Head of Human Resources
- Strategic Leadership
- Ability to translate business strategy into a clear people agenda, aligning workforce planning, talent development, and organizational structure with long-term objectives.
- Business Acumen
- Strong understanding of business operations, financial drivers, and market dynamics to ensure HR initiatives directly support organizational performance.
- Change & Transformation Leadership
- Proven capability to lead and manage organizational change, including restructuring, cultural transformation, and growth-related transitions.
- People Leadership & Talent Development
- Ability to attract, develop, engage, and retain high-performing teams while building leadership capability across the organization.
- Stakeholder Influence
- Strong influencing skills with the ability to partner effectively with the CEO, executive leadership, and department heads, and to challenge constructively when required.
- Decision-Making & Judgment
- Sound judgment in complex and sensitive situations, balancing business needs with employee well-being, compliance, and ethical considerations.
- Communication & Interpersonal Effectiveness
- Exceptional communication skills with the ability to clearly articulate policies, expectations, and strategic direction at all levels of the organization.
- Conflict Resolution & Employee Relations
- Demonstrated ability to manage conflict, resolve disputes, and foster a positive, fair, and inclusive workplace culture.
- Execution Excellence
- Strong focus on implementation, accountability, and results, ensuring HR strategies are effectively executed and measured.
- Integrity & Professional Ethics
- Acts as a role model for ethical behavior, confidentiality, and professionalism, earning trust across the organization.
Why Join Outhouse
At Outhouse, you'll have the opportunity to build something meaningful.
You'll work directly with the founders, influence key business decisions, and help shape the people strategy behind one of India's most distinctive luxury brands.
We're not just hiring an HR Manager—we're looking for a strategic partner who will help build the future of Outhouse through its people.
