Sheshi AI
Website:
sheshi.ai
Job details:
Human Resources Business Partner
ABOUT SHESHI
Bringing Sanctity to Numbers
Sheshi is a Financial Operating System — the governed infrastructure layer that converts raw financial data into results that organisations can completely trust. Governed, auditable, period-locked, and traceable to the source.
Finance is one of the last enterprise functions to get infrastructure-grade software. The opportunity is large, the problem is real, and the timing is right. Sheshi is building the category from the ground up.
We are headquartered in Bengaluru, India, building an enterprise-grade product for the global market.
THE ROLE
At Sheshi, people are not headcount. They are owners in motion - expected to think independently, act with accountability, and contribute to a company being built for the long term. The people function exists to enable that, not to manage it from a distance.
This role is for someone who can run the HR function with rigour and care — building and operating the processes, policies, and culture infrastructure that a growing company needs, without defaulting to bureaucracy or HR-by-template. You will work with both founders and be the primary HR point of contact for the entire team.
WHY SHESHI
The Challenges That Will Define Your Work
Engineering a Financial Operating System is a different class of problem. A few things that will shape your work here:
- Real influence. The people function directly shapes how Sheshi grows. You are building the playbook, from the ground up.
- Founders who care about people. Both founders are actively involved in culture and people decisions. HR here carries strategic weight.
- A team worth building for. Sheshi has a strong core team — committed, capable, and growing. The people function here is about enabling that energy forward.
- Opportunity to grow with the company. As Sheshi scales, this role scales with it.
RESPONSIBILITIES
What You Will Build and Own
HR Operations, Compliance, and Systems
- Own and run all core HR processes — onboarding, offboarding, documentation, compliance, and records — ensuring they are smooth, consistent, and reliable.
- Build and maintain HR policies that are simple, fair, and aligned with how Sheshi operates.
- Ensure compliance across all statutory requirements including PF, ESIC, gratuity, labour laws, and related obligations.
- Manage the HRMS end-to-end, ensuring data accuracy, process adherence, and clean reporting at all times.
Recruitment and Workforce Planning
- Work closely with founders and hiring managers to define roles clearly and build strong job descriptions.
- Own hiring end-to-end — from role definition to offer closure — ensuring critical positions are filled on time.
- Maintain a clear view of hiring priorities based on business needs, not just open positions.
- Anticipate future hiring needs based on growth plans and team capacity.
- Coordinate with recruiters and external partners while maintaining a consistent quality bar.
Organisation Design and Team Structure
- Partner with leadership to shape team structures that support current and future growth.
- Ensure clarity in roles, responsibilities, and reporting lines across the organisation.
- Continuously review whether teams are structured effectively to deliver outcomes.
People Experience and Engagement
- Design and run engagement initiatives that reflect Sheshi’s culture in a real, meaningful way.
- Run regular pulse checks to understand team sentiment and surface concerns early.
- Own the onboarding experience so every new joiner understands the work, expectations, and culture within the first 30 days.
- Act as a reliable point of contact for employees on day-to-day people-related matters.
Member Enablement and Support
- Work closely with managers to help them build strong, accountable teams.
- Support managers in setting expectations, giving feedback, and handling performance situations clearly.
- Help first-time or developing managers build confidence in leading people and making decisions.
- Identify gaps in leadership capability and work with founders to address them.
Performance and Growth
- Build and run a performance management process that is simple, honest, and consistent.
- Ensure expectations are clearly set and performance conversations happen regularly, not just during review cycles.
- Track individual development and support growth conversations across teams.
- Identify performance gaps early and work with managers to address them effectively.
Compensation and Retention
- Support compensation decisions with a clear view of internal fairness and market benchmarks.
- Ensure consistency across offers, revisions, and role changes.
- Identify retention risks early and work with leadership on corrective actions.
Employee Relations and Conflict Resolution
- Act as a neutral and trusted point to resolve team conflicts and interpersonal issues.
- Address concerns early, before they escalate into larger problems.
- Handle sensitive situations with discretion, fairness, and clarity.
People Data and Business Insight
- Maintain clear visibility on key people metrics — hiring, attrition, engagement, and team structure.
- Go beyond reporting — translate data into insights and practical recommendations.
- Provide founders and leadership with a clear view of organisational health and risks.
Culture and Leadership Partnership
- Act as a trusted partner to founders on all people-related decisions — hiring, performance, team structure, and culture.
- Translate Sheshi’s people philosophy into everyday practices that teams actually experience.
- Ensure consistency between what the organisation believes and how it operates day to day.
WHAT WE ARE LOOKING FOR
Your Background and Strengths
Experience
- 5–9 years in HR roles, with meaningful experience across HR operations, recruitment, and people partnering.
- Experience working in a product or technology company; startup or early-stage experience strongly preferred.
- Demonstrated ability to run the HR function independently — not as support to a larger HR team, but as the person who owns it.
- Experience building HR processes from early stages, not just inheriting and maintaining existing ones.
Skills and Approach
- Strong working knowledge of Indian labour law, statutory compliance, and HR documentation requirements.
- HRMS proficiency — experience owning a system, not just using it.
- Clear, direct communication — in writing, in person, and in difficult conversations.
- High integrity; handles sensitive information and situations with absolute discretion.
- Organised and process-driven without being rigid; knows when the process serves the person and when it does not.
How You’ll Be Working
- The HR function moves with a sense of ownership, with clarity on what needs to be done and how to take it forward.
- Conversations are open and direct, with both employees and managers, helping issues get addressed early and clearly.
- Trust builds over time through consistency, follow-through, and fairness in how situations are handled.
- People situations are looked at with clarity — understanding whether it’s about performance, role fit, or team dynamics.
- Work balances structure with practicality, keeping processes strong while applying common sense to day-to-day decisions.
Nice to Have
- Experience building or rolling out performance management frameworks in growing teams.
- Exposure to engineering or product team dynamics in a tech company.
- Experience with team engagement and culture programs in a high-ownership culture.
Click on Apply to know more.