Cityflo
Website:
cityflo.com
Job details:
HR Lead / Head – Driver Development
Locations: Mumbai
About Cityflo
Cityflo is a daily commute company that provides a comfortable, stress-free travel experience for
corporate professionals, as an alternative to driving. With premium buses, a simple app, and caring
customer service, our passengers get the luxury of time in their busy schedules — where they can
read a book, watch Netflix, nap, or simply soak in the view of the city. We're bringing joy back to
commuting and addressing urban traffic challenges in a meaningful way. Today, we operate 600+
buses and manage 50,000 daily bookings. After building a strong product-market fit and a
profitable business in Mumbai, we have expanded to Hyderabad and Delhi. Over the next year, we
plan to scale to 1000 buses and 50,000 daily bookings across all cities.
Cityflo is well-funded by prominent VCs including India Quotient and Lightbox Ventures. Know
more about us:
● Website: https://www.cityflo.com/
● App: https://bnc.lt/cityflo/
● Blog: https://blog.cityflo.com/
● Our journey through Covid: https://bit.ly/3wBiSZx
About the Role
We are looking for a high-impact HR leader to architect and scale the people engine for one of the
fastest-growing blue-collar workforce ecosystems across transport, mobility, and ETS operations.
This is not a conventional HR role. The mandate is to build a scalable workforce model capable of
supporting aggressive business growth while solving complex challenges around hiring velocity,
retention, workforce productivity, compliance, and operational continuity.
The ideal candidate brings deep expertise in managing large distributed workforces, especially
drivers and field teams, and has the ability to combine strategic thinking with strong execution
rigor.
Key Responsibilities
1. Workforce Strategy & Scale Management
● Design and drive the long-term workforce strategy for large-scale driver and field-force
operations across multiple geographies
● Forecast manpower demand in alignment with business expansion plans, operational SLAs,
and utilization metrics
● Build scalable workforce acquisition and deployment models for high-growth
environments
● Develop location-wise workforce planning frameworks to ensure business continuity and
workforce availability
2. High-Volume Talent Acquisition Excellence
● Lead end-to-end blue-collar talent acquisition strategy with a strong focus on driver hiring
at scale
● Build multi-channel sourcing ecosystems including:
○ Vendor networks
○ Driver communities
○ Referral ecosystems
○ Regional hiring hubs
○ Training institutes
○ Grassroots sourcing partnerships
● Drive reduction in:
○ Hiring turnaround time (TAT)
○ Cost-per-hire
○ Offer drop-offs
○ Early-stage attrition
● Create scalable recruitment processes supported by data, automation, and operational
discipline
● Build strong recruitment MIS, funnel analytics, and productivity tracking systems
3. Workforce Retention & Lifecycle Management
● Design and implement retention strategies tailored for high-churn blue-collar
environments
● Own the complete driver lifecycle management framework from onboarding to
engagement and retention
● Analyze attrition patterns, behavioral trends, attendance data, and workforce productivity
metrics to drive interventions
● Build localized engagement models to improve workforce loyalty, stability, and productivity
● Partner with operations teams to improve workforce experience and reduce operational
escalations
4. Capability Building & Operational Readiness
● Establish structured onboarding, induction, and training frameworks for drivers and field
staff
● Drive capability-building initiatives focused on:
○ Safety
○ Compliance
○ Customer behavior
○ Operational SOP adherence
○ Productivity standards
● Create scalable training content and certification mechanisms
● Ensure workforce readiness aligned with operational and client expectations
5. HR Operations, Compliance & Process Governance
● Lead HR operations for a geographically distributed workforce across multiple sites and
operational hubs
● Ensure adherence to statutory compliance requirements, documentation standards, audits,
and labor regulations
● Strengthen workforce governance through SOP creation, process optimization, and
automation initiatives
● Partner with internal teams to streamline attendance management, payroll coordination,
onboarding documentation, and workforce audits
● Drive HR operational excellence through data-driven process improvements
6. Business Partnership & Leadership Collaboration
● Work closely with business and operations leadership to solve workforce-related business
challenges
● Act as a strategic advisor on manpower scalability, workforce productivity, and retention
risks
● Drive cross-functional collaboration between HR, operations, compliance, and training
teams
● Present workforce insights, trends, and action plans to senior leadership through
structured reviews and dashboards
● Build a culture of accountability, agility, and execution excellence across the workforce
ecosystem
Candidate Profile
● 8–15 years of progressive HR experience with significant exposure to blue-collar
workforce management
● Proven experience in large-scale hiring for drivers, fleet workforce, field operations,
logistics, mobility, staffing, or transportation sectors
● Strong expertise in workforce planning, high-volume recruitment operations, and retention
management
● Demonstrated experience in building HR processes from the ground up in fast-scaling
environments
● Strong understanding of operational HR, labor compliance, and workforce analytics
● Experience managing geographically distributed workforce operations
● Strong stakeholder management, problem-solving, and execution capabilities
● Comfortable operating in high-pressure, high-growth business environments
Preferred Background
● Experience in logistics, transport, mobility, staffing, e-commerce, or allied operational
industries
● Ex-Defense professionals (SSC Officers) with strong HR/operations exposure will be ideal
● Exposure to workforce digitization, HR automation, and process transformation initiatives
is an added advantage
What Success Looks Like
● Significant improvement in hiring velocity and workforce availability
● Reduction in frontline attrition and stabilization of workforce operations
● Creation of scalable hiring and onboarding engines across locations
● Improved workforce productivity, engagement, and operational discipline
● Strong HR-business alignment supporting aggressive business growth
● Establishment of robust workforce governance and operational excellence frameworks
Why Join Us
● Opportunity to lead workforce transformation at scale
● High ownership and direct visibility with senior leadership
● Chance to build systems, processes, and people practices from the ground up
● Fast-paced environment with significant strategic impact on business growth
If this interests you or got a reference, please share your profile at ashwini.mahadik@cityflo.com,
- sanit@cityflo.com & suresh.ab@cityflo.com
Click on Apply to know more.