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Fam (formerly FamPay) is India's first payments app for users aged 11+, offering UPI and card payments through its flagship FamX product. The company is backed by top-tier investors including Elevation Capital, Y Combinator, Peak XV (Sequoia Capital India), and angels like Kunal Shah.
As People and Culture Manager, you will be a strategic partner in building high-performing teams and shaping organizational culture as Fam scales. You'll work closely with founders and business leaders across all functions.
Key responsibilities include:
• Talent Acquisition: Build best-functioning teams by sourcing, interviewing, and closing exceptional candidates across tech, product, design, and non-tech functions. Serve as a top talent hunter ensuring the right people are in the right roles.
• Strategic HR Business Partnership: Partner with business leaders to anticipate organizational needs, identify talent risks, and build people strategies that enable growth. Be a proactive advisor on org design, team structures, succession planning, and workforce strategy.
• Talent-Driven Decision Making: Bring a strong talent lens to business discussions, influencing organizational decisions through deep expertise in tech, product, and design hiring.
• Scalable People Infrastructure: Work with People Ops and Legal to design employee lifecycle processes, policies, and programs that scale while maintaining a high-trust culture. Challenge the status quo to create exceptional employee experiences.
• Workforce Planning: Partner with Finance and business leaders on headcount planning, hiring forecasts, and organizational investments. Help leaders make informed decisions through people and business insights.
• Leadership Coaching: Coach leaders on performance management, talent decisions, team effectiveness, and organizational challenges. Enable managers to build high-performing, engaged teams.
• Culture Stewardship: Act as custodian of company culture, ensuring values are reflected in hiring, talent decisions, leadership, and people practices. Identify cultural gaps and create an environment where high performance and trust coexist.
Requirements:
• 8–12 years of experience across talent acquisition and HRBP, with expertise leading cross-functional HR initiatives
• Hands-on hiring experience building high-functioning tech, product, design, and non-tech teams; personally sourced, interviewed, and closed candidates
• HRBP experience partnering with leadership on org structure, retention strategies, and compensation planning
• Genuine empathy for team well-being combined with strong business acumen; ability to connect people decisions to business outcomes (retention, hiring ROI)
• First-principles thinking and structured problem-solving approach
• Strategic mindset with ability to position the company for talent attraction and anticipate evolving talent needs
• Long-term commitment: sees themselves leading the People function for 4–5 years and invested in building something meaningful
• Strong professional network with genuine relationships and credibility in the ecosystem
• Experience managing a team of minimum 3–4 members
Good to have:
• Hands-on experience with tools: Keka, Lever, Google Sheets, Equitylist
• Owned full employee experience and built scalable HR systems and processes
• AI-native mindset; demonstrates understanding of building AI-native organizations and can drive adoption through change management
