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Narvar is a post-purchase commerce platform serving 1,300+ brands (including Nike, GameStop, Sonos) across 38 countries. This is a dual-mandate senior HR role based in Bengaluru: global HR business partner to the R&D and engineering organization, and site HR leader for India's workforce—which anchors a significant portion of Narvar's global R&D headcount.
You will combine strategic HRBP work with hands-on ownership of India HR operations in a fast-scaling tech environment. Reporting to global HR leadership, you'll partner with VP Engineering, Directors, and Senior Managers across multiple geographies on talent strategy, organizational design, and performance management, while owning end-to-end HR operations, compliance, culture, and employee experience for the India site.
Key responsibilities include:
- Serve as primary HR partner to R&D and engineering leadership across multiple countries, translating business roadmaps into people and organizational plans.
- Lead organizational design and workforce planning for R&D teams globally, including team topology, span of control, leveling, and location strategy.
- Drive talent lifecycle for technical teams: performance calibration, promotion cycles (including technical career ladders), succession planning, and leadership development for engineering managers.
- Partner with Talent Acquisition on hiring plans, technical interview quality, and offer strategy for scarce engineering skill sets.
- Use people data and analytics (attrition, engagement, span/layer, DEI representation) to provide insight-led recommendations to R&D leadership.
- Coach engineering managers on people-leadership fundamentals—feedback, difficult conversations, team health, and manager transitions.
- Lead or co-lead compensation planning for R&D roles, including annual comp reviews, equity refresh cycles, and market benchmarking.
- Manage complex employee relations matters within R&D, partnering with Legal to ensure consistent, fair, and locally compliant resolution.
- Act as change agent for organizational transformation initiatives (reorgs, restructuring) affecting R&D teams globally.
- Represent R&D employee voice in shaping global HR programs and localizing them for India context.
- Own the full India HR charter: policy, statutory compliance, employee lifecycle operations, and culture-building for the India population.
- Ensure compliance with Indian labour law and statutory requirements (Shops & Establishments Act, POSH Act, Provident Fund, ESI, Gratuity, Professional Tax, and state-specific regulations).
- Act as single point of accountability for people matters with India leadership team, facilities, and admin functions.
- Lead India-specific talent programs, including India-market compensation benchmarking to compete against local tech and GCC employers.
- Own India onboarding, offboarding, background verification, and HR compliance audits.
- Design and run India employee engagement, wellbeing, and culture initiatives, adapting global programs to local context.
- Serve as escalation point for India employee relations and workplace investigations, including POSH Internal Committee responsibilities.
- Manage relationships with India statutory bodies, auditors, and outsourced payroll/compliance vendors.
- Provide India-market intelligence (attrition trends, competitor moves, talent availability) to inform location and hiring strategy.
Requirements:
- 10–14 years of progressive HR experience, including at least 5–7 years as a lead HRBP supporting technology, engineering, or R&D organizations.
- Demonstrated end-to-end India HR ownership (compliance and operations, not just business-partnering), ideally in a multinational tech or GCC setting.
- Strong working knowledge of Indian labour law and statutory compliance, including POSH requirements.
- Multi-country experience supporting distributed teams across time zones with global stakeholders.
- Track record of influencing senior technical leaders (VP/Director level) with data-driven recommendations.
- Experience with organizational design and workforce planning, including technical career frameworks and leveling.
- Excellent judgment on employee relations investigations, with a bias for fair, timely resolution.
- Bachelor's degree required; MBA or postgraduate degree in HR or equivalent preferred.
Bonus: Prior experience in high-growth SaaS, product, or platform technology companies; familiarity with people analytics tools (ADP, Lattice, Pave, or equivalent).
