People and Culture Lead

The People & Culture Lead is responsible for building a people-first workplace where employees feel valued, engaged, and empowered to do their best work. This role goes beyond traditional HR focusing on culture, employee experience, leadership development, and aligning people strategies with business goals.

As a people and culture lead, your responsibilities would typically be to:

1. People Strategy & Culture

• Develop and execute People & Culture strategies aligned with organizational goals
• Embed company values into daily practices, leadership behavior, and people policies
• Act as a trusted advisor to leadership and a safe point of contact for employees

2. Talent Acquisition & Workforce Planning

• Lead end-to-end recruitment and manpower planning
• Partner with leaders on role clarity, workforce needs, and succession planning
• Strengthen employer branding and hiring processes

3. Onboarding & Employee Lifecycle Management

• Design and manage structured onboarding programs
• Ensure clarity around roles, expectations, and growth paths
• Manage internal movements, promotions, confirmations, and role transitions

4. Performance Management & Development

• Design and manage performance review frameworks
• Facilitate goal-setting, feedback cycles, and performance improvement plans (PIPs)
• Identify training needs and enable learning, upskilling, and leadership development

5. Rewards, Recognition & Compensation

• Manage rewards and recognition programs to reinforce performance and values
• Support salary reviews, promotions, and compensation benchmarking
• Ensure internal equity and transparency in people decisions

6. Employee Engagement, Relations & Wellbeing

• Drive employee engagement initiatives and team-building activities
• Handle employee grievances, conflict resolution, and disciplinary actions
• Foster a psychologically safe, inclusive, and respectful work environment
• 'Support employee wellbeing, mental health, and work-life balance initiatives

7. Offboarding & Exit Management

• Manage end-to-end offboarding processes including clearances and exit formalities
• Conduct exit interviews and analyze attrition trends
• Capture employee feedback to improve retention, culture, and leadership practices
• Ensure respectful, compliant, and positive exit experiences

8. HR Operations, Policies & Compliance

• Develop, update, and enforce HR policies and SOPs
• Ensure compliance with labor laws, contracts, and internal guidelines
• Manage HR documentation, employee records, and HR systems
• Support audits and risk mitigation related to people practices

9. DEI, Ethics & Workplace Standards

• Lead diversity, equity, and inclusion initiatives
• Promote ethical conduct, fairness, and zero tolerance for harassment
• Ensure grievance and whistleblowing mechanisms are effective and trusted

10. HR Analytics & Reporting

• Track and analyze key HR metrics (attrition, engagement, hiring, performance)
• Provide data-driven insights to leadership for better decision-making