Roligt
Website:
cocoworks.in
Job details:
People & Capability LeadCompany: Roligt Foods Pvt Ltd
Consumer Brand: Cocoworks
Location: Hyderabad
Employment Type: Full-time
Experience: 5–8 years
Joining: Immediate or short notice period
About RoligtMost of what India drinks and eats has been optimised for shelf life, margin and marketing—in that order. Nutrition often comes later, if it comes at all.
We think that is backwards.
Roligt is a clean food systems company building honest and accountable supply chains—from the farm to the person consuming the product. Our consumer brand, Cocoworks, is a nutrihydration brand built on the tender coconut.
Our operating philosophy is borrowed from medicine, not marketing:
Primum Non Nocere — First, do no harm.
Our founder is a pediatrician and neonatologist, and the principle carries over intact: before anything else, do not make things worse.
For us, this applies to the entire food system—not only the finished product. Harm can occur quietly across the chain: a farmer being squeezed on price, soil being worked beyond recovery, poor employee practices, unnecessary processing or packaging that outlives everyone who touched it.
Our responsibility is to hold the system together as honestly as human effort allows. It is why our labels are short, our processing is minimal, our supply chain is being designed for accountability, and we say no to several things that could make us money faster.
Where We Are Right NowRoligt is currently at the pre-seed stage, but this is not our first time in the market.
Cocoworks previously served tens of thousands of customers across Hyderabad. We deliberately paused D2C operations in 2023—not because customers did not want the products, but because the distribution economics did not work, and we refused to burn capital merely to appear as though we were growing.
We have spent the period since rebuilding the foundations:
- Supply chain
- Production facility
- Product and quality systems
- Technology and operational workflows
- Distribution model
- Unit economics
Cocoworks is preparing for its D2C relaunch alongside the deployment of our Nurture Stations.
The team that will carry the next phase is being built now, and the People & Capability Lead will play a central role in shaping it.
You will not inherit an established HR function.
You will build it while the business goes live around you.
The RoleYou will own the people function end to end and report directly to the Founder.
Your first year will focus on building foundations that can support the company as it grows: how we hire, how people learn their roles, how performance is measured, how managers are developed, how culture is maintained, and how the organisation remains compliant and audit-ready.
This is not a conventional HR administration position.
It is a company-building role.
What You Will Own1. Learning and Capability DevelopmentLearning and Development is at the heart of this role.
We operate across food manufacturing, production, quality, field operations and corporate functions. Some positions require formal qualifications and licences; others require strong practical training and consistent adherence to food safety and operational protocols.
Capability-building is therefore not a nice-to-have. It is part of how we keep our promise to the people consuming what we make.
You will:
- Design onboarding and induction programmes that make employees genuinely competent—not merely inducted
- Build role-wise capability frameworks across plant, central kitchen, field and corporate teams
- Identify skill and knowledge gaps across departments
- Establish the learning stack using Zoho Learn and Zoho People
- Track training completion, assessments and practical competency
- Develop refresher-training and recertification systems
- Engage external trainers where expertise is unavailable internally
- Measure whether training has improved actual workplace performance
2. HiringYou will manage recruitment end to end for a small number of high-consequence roles.
You will:
- Translate business requirements into clear role definitions and scorecards
- Build sourcing channels for specialised and operational roles
- Strengthen Roligt’s employer proposition and recruitment communication
- Screen candidates for competence, ownership and cultural alignment
- Coordinate interviews, assessments, references and offers
- Build a hiring process that is structured, evidence-based and documented
- Ensure that recruitment decisions are based on capability rather than convenience
We cannot outspend larger organisations for talent. We will need to out-think and out-execute them.
3. Performance and GrowthYou will build a performance system that is honest, lightweight and consistently used.
You will:
- Establish clear role outcomes, responsibilities and performance measures
- Create structured probation and confirmation reviews
- Introduce regular manager–employee check-ins
- Build quarterly and annual performance-review processes
- Connect performance discussions with learning and development plans
- Coach first-time managers on delegation, feedback and accountability
- Identify high-potential employees and capability risks
- Develop career pathways that give good people a reason to stay through the company-building years
4. Culture and EngagementRoligt will operate across a factory, central kitchen, field locations and office functions.
Your responsibility will be to help a small, distributed team operate as one company.
You will:
- Translate Roligt’s principles into observable workplace behaviours
- Build structured employee-feedback loops
- Ensure that feedback leads to visible action where appropriate
- Establish communication rhythms across departments and locations
- Design recognition and engagement practices suited to a young company
- Strengthen manager accountability for team culture
- Address employee concerns consistently and fairly
- Help create a culture that values evidence, ownership, learning and respectful disagreement
5. HR Operations and ComplianceYou will build the operational backbone of the people function using real systems—not scattered spreadsheets.
You will own:
- HR policies and standard operating procedures
- Employee documentation and personnel records
- Joining, onboarding, confirmation, transfer and exit processes
- Attendance, leave and payroll-input validation
- Zoho People implementation and employee lifecycle workflows
- EPFO, ESI and applicable statutory compliance
- Labour-law requirements
- Contract, factory and operational workforce documentation
- Employee letters, contracts and records
- Compliance calendars, audits and evidence trails
- Coordination with payroll, finance, legal and external consultants
The expectation is simple: clean inputs, clean records and clean audits.
What We Are Looking For- 5–8 years of experience across Human Resources
- Meaningful depth in Learning and Development—this is non-negotiable
- Experience in an organisation with fewer than 100 employees, where you built systems rather than only administered established processes
- Experience in FMCG, food and beverage, retail, manufacturing or factory-led businesses is a strong advantage
- Comfort working with factory and operational employees—not only corporate teams
- Working knowledge of Indian labour laws and startup compliance
- Hands-on experience with an HRMS; Zoho People is preferred, while Darwinbox, Keka or GreytHR experience is also relevant
- Ability to work with ambiguity and convert incomplete information into a practical plan
- Strong written communication, documentation and stakeholder-management skills
- MBA or PGDM in Human Resources is preferred but not mandatory where the track record is strong
- Availability to join immediately or within a short notice period
Who This Role Is Not ForThis role may not be suitable for:
- Someone looking for an established HR function to administer
- Someone who requires a large budget or a large team before beginning meaningful work
- Someone uncomfortable spending time at a factory or operational location
- Someone who prefers a steady-state environment over an active company-building phase
- Someone who treats Learning and Development as an occasional engagement activity
- Someone who avoids difficult performance or accountability conversations
- Someone who is comfortable maintaining systems that are not actually being used
What You Get- Direct access to the founders
- Genuine influence over how the organisation is built
- Ownership of an entire function from the ground up
- The opportunity to build systems before scale makes poor practices difficult to correct
- Exposure across manufacturing, food systems, technology, consumer products and field operations
- A brand and company with a clear point of view
- The satisfaction of helping build an honest and accountable food systems organisation
How to ApplyWrite to hr@roligtfoods.com
Along with your CV, tell us about:
One people, learning or HR system you built from nothing while the business was already in motion—and what broke first.
Click on Apply to know more.