HRBP

**About The Role** We are looking for someone who has **built people and capability systems in a growing company** , preferably in a 100–300 member setup. This is not a training, engagement, or HR operations role. We need someone who can look at a growing organisation and identify what is missing: onboarding structure, role clarity, manager capability, performance hygiene, knowledge flow, capability gaps, review mechanisms, and employee productivity systems. The person should be able to build these from scratch, drive adoption with managers, and make sure the systems actually work on the ground. You should be able to show from your past work what you have built, how it was used, and what changed because of it. **What You?will Build** * Onboarding \& Ramp\-Up System Build a structured onboarding journey for new joiners across teams so that people understand the company, product, role, expectations, and success metrics faster. You will own 30\-60\-90 day plans, manager check\-ins, role\-readiness trackers, onboarding feedback, and early productivity signals. * Capability Building Framework Create role\-wise capability maps for key teams. Identify what each role needs to know, what skills are missing, and how those gaps should be closed through learning journeys, documentation, manager coaching, assignments, or assessments. This is not about scheduling training sessions. It is about improving team readiness. * Internal Knowledge \& Documentation System Work with business teams to convert scattered knowledge into clear playbooks, SOPs, process docs, FAQs, onboarding material, and learning modules. The goal is to reduce dependency on individuals and make knowledge reusable across teams. * Manager Enablement Help managers become better at onboarding, feedback, performance conversations, expectation setting, and team development. Build simple templates, review formats, check\-in structures, and manager toolkits that make people management easier and more consistent. * Performance Enablement Support performance cycles by improving goal clarity, feedback quality, role expectations, and development plans. Identify patterns from performance discussions and convert them into capability\-building actions. * Adoption \& Measurement Track whether the systems being built are actually being used. Measure onboarding completion, learning adoption, assessment results, manager participation, feedback quality, ramp\-up gaps, and repeated capability issues. Share insights with leadership and managers so they can act early. **What We?will Look In Your Resume** We are not looking for generic HR experience. We will specifically look for examples where you have built or improved: * onboarding journeys * 30\-60\-90 day plans * role\-based learning paths * performance review processes * manager enablement systems * capability matrices or skill maps * internal knowledge bases * employee lifecycle processes * HR dashboards or adoption trackers * structured feedback or review mechanisms * HRMS/ATS/process automation workflows Your resume should show **what you built, who used it, and what business or people problem it solved** . **What You Should Bring** * 4 to 7 years of experience in L\&D, or Organisational Development. * Experience working in a startup, SaaS, tech, product, or high\-growth company. * Evidence of having built people processes from scratch or significantly improved broken ones. * Strong documentation and structured thinking. * Ability to work with founders, business leaders, and managers. * Comfort with ambiguity and incomplete systems. * Ability to convert business problems into people/capability interventions. * Strong follow\-through and adoption mindset. **Strong Signals** **We Would Be Excited To See Candidates Who Have** * built onboarding from zero to one * reduced new hire ramp\-up time * created manager check\-in rhythms * improved performance review quality * built capability frameworks for teams * set up HR dashboards or trackers * created internal playbooks or knowledge systems * worked in a company scaling from 50 to 200\+ employees * partnered closely with founders or department heads * used AI/tools to improve documentation, learning, or HR workflows **This Role Is Not For You If** * Your experience is mostly training coordination. * You have only executed already\-defined HR processes. * You are looking for a pure employee engagement role. * You prefer policy/admin work over building systems. * You cannot show examples of what you have built. * You are uncomfortable pushing adoption with managers. Skills: capability management,adoption,employee learning \& development,enablement,check\-in,onboarding