WheelsEye - Tech HR Business Partner (8-15 yrs)

Success Profile HRBP RND

About WheelsEye:

WheelsEye is a hyper-growth tech logistics startup. We started in 2017 with the idea to empower the Truck Fleet Owners, and enable them and their business via technology. We started off as a GPS tracking company and today we have created an entire ecosystem of services aimed at transforming truck logistics in India. We aim to provide fleet owners with a one-stop platform for all their needs: GPS,Fastag, Fuel tracking, Marketplace, and more.

We are a bunch of passionate and hungry individuals who are on the road to building a better India. We are in "Mission Mode". We operate with only one intent - solving our customer's problems, and adding value to their lives. Our constant endeavor is to create and evolve data-driven software solutions that conquer logistic business problems and inspire more thoughtful data-driven decision-making. Problem Solving and Ownership are at the core of what we do; having the right intent & focus shall help us.

About the Role : HR Lead- RnD

Why is it required:

- The role will play a key role in building the business by onboarding right talent in R&D (Tech/Product/Analytics/Data Science/Design) and rewarding/ engaging them in a way that they feel motivated to enthusiastically partner the organization in its 10X growth journey

- The role would have end to end ownership of TA+HRBP for the span while also leading charters under CoE for the organization. Philosophically we believe in keeping entire lifecycle of an employee under a common HR leader to enable them to make better business and people decisions and ensure a smooth and enriching experience for both the employees and HR

The role exists to drive the following agenda in the RnD span:

A. Right Talent: Ensuring company is ready from talent PoV to support in company's growth

plans

a. Right Capability:

i. To collaborate with stakeholders to identify the right capabilities needed for their function and accordingly define AOP in line with the AOP plan,while keeping an eye on overall RnD cost as a %age of revenue

ii. To be done right from off roll till leadership levels, jointly with HR, business and finance

b. Right Skill:

i. Define success profile/ JD for each position, jointly with business.

ii. Identify industries/ companies that would be the best fit to hire the right talent from.

iii. A lot of co creation wrt processes and data analysis may also go here as we are still building the processes and SOPs here

c. Right Manning:

i. Planning and building recruitment infra (consultants/ in house TA )in line with hiring requirements- new positions in line with AOP expected attrition, in case existing infra needs to be upgraded

ii. Prioritize roles based on business requirements and communicate timelines clearly with hiring managers.Keep them updated throughout the recruitment process (P.S: We use JAVA in the organization )

iii. Ensuring manning target as per hiring plan/ TAT framework is met on a monthly basis within the salary budgets as set out in compensation philosophy and AOP

d. Right Onboarding:

i. Adherence to the current designed induction process for all new joiners wrt functional induction/ cross functional induction/ market visits

ii. Establish regular 30-60 day connect with the new employees to understand what's going well and what can be better and build learnings into the induction process+ problem solve with business wherever necessary

iii. A lot of co creation wrt processes and data analysis may also go here as we are still building the processes and SOPs here

e. Retention of Right Talent:

i. Define Top/Critical talent and chalk out a plan for engagement/retention/ growth

ii. Provide regular visibility of attrition (with cuts of tenure/performance/team/ reasons etc) to leaders on a monthly basis to keep a tab on how attrition is shaping up across depts/ QoQ/ vs LY.

iii. Identify broad trends and areas for improvement within the span and work with leaders on action plan to correct the same

iv. A lot of co creation wrt processes and data analysis may also go here as we are still building the processes and SOPs here

f. Right Exit:

i. Define and adhere to the right processes to ensure a smooth exit of the employee

ii. Ensure exit interview for every outgoing employee to understand reasons/ learning for the organization which in turn need to be actioned upon jointly with the business

iii. A lot of co creation wrt processes and data analysis may also go here as we are still building the processes and SOPs here

B. Right Structure: Ensuring talent is in the right place at the right salary to sustain company growth in the most cost efficient and scalable way while also enabling employee growth.

C. Right Engagement : To ensure employees feel happy and engaged at WheelsEye

Good to Have Experience :

a. TA experience in hiring Tech, Product, Analytics , Data Science,Design

b. Team handling skills

c. Understands business metrics/ PnL and how his/her work related to overall business priorities and PnL

Behavioral Skills :

a. Growth Mindset

b. Adaptable to change - How does one react to change in strategy?

c. Humble/ Down to earth