Metadome.ai
Website:
metadome.ai
Company:
https://www.linkedin.com/company/metadome
Seniority: Director
Industries: Software Development
Job details:
Head of People (HR) — Metadome
Location: Bangalore (on-site) | Reports to: CEO | Level: Head of Department, first senior People leader
About Metadome
Metadome is a deep-tech company building deterministic 3D visualization, parts identification, and CAD-intelligence products for leading automotive and industrial OEMs. Our platforms are live in production with major OEMs in India and the US, and we operate across India, the Middle East, and the US. We are a team of ~60 today, with 4 global offices.
The Mandate
You will be Metadome's first senior People leader, owning the function end-to-end and reporting directly to the CEO. The brief is to build a systems-first, largely self-serve people operation — and to be a genuine pillar for the leadership team and a fair, discreet, trusted channel for employees. You inherit a function mid-reset, with full executive backing to rebuild it properly. This role is for someone who simplifies ambiguity, not someone who creates it.
What You'll Own
- People operations & statutory compliance (India): payroll oversight, PF/ESI/PT/TDS, gratuity, Shops & Establishments, POSH Internal Committee, audits. The standard is zero-defect.
- HR systems & automation: select and implement the HRMS stack, drive ~70% of transactional HR to self-serve within your first three months, and partner with the founders on AI-assisted HR workflows.
- Talent acquisition partnership: own the hiring process, pipeline operations, and candidate experience with hiring managers; directly support leadership hiring.
- Onboarding & offboarding: structured, warm, and airtight — from offer to day-90, and clean, dignified exits.
- Performance & compensation: lightweight review cycles that managers actually run, compensation bands, and ESOP administration support.
- Employee relations & culture: engagement rhythm, manager coaching, conflict resolution, and clear, simple policies people can actually follow.
- Multi-geo support: US and Middle East contractors, and EOR partnerships as international headcount grows.
What Success Looks Like (First 12 Months)
- Payroll and statutory compliance running zero-defect by day 60.
- HRMS live, with ~70% of transactional HR self-serve by day 120.
- A full performance cycle designed, communicated, and completed.
- Hiring engine meeting agreed SLAs on time-to-fill and candidate experience.
- Engagement baseline measured, with a credible improvement plan in motion.
- The leadership team and employees both name you as a trusted, steadying presence. (Yes, we will ask them.)
Must-Haves
- 10+ years in HR, including 3+ years as the senior-most People leader at a startup that scaled from under 50 to 150+ employees.
- Hands-on fluency with Indian and USA statutory compliance — you have personally owned it, not just supervised it.
- Have personally led at least one HRMS implementation.
- Demonstrated discretion and executive trust under pressure
- Communicates with unusual clarity, in writing and in person. Simplifies; never adds noise.
Nice-to-Haves
- Experience in engineering-heavy or deep-tech organizations.
- Exposure to US employment practices or EOR arrangements.
- Curiosity about AI tooling — we automate aggressively and expect our People leader to lead that, not resist it.
- Prior POSH IC experience.
How We'll Run the Process
We run a structured, decisive process — typically 3–4 weeks:
- Intro conversation with the CEO.
- Panel rounds: COO (operations and compliance depth) and engineering leadership (partnering credibility).
- A working session on real, anonymized scenarios, plus a short written 90-day plan.
- Offer.
What We Offer
- A true pillar-of-the-company mandate reporting to the CEO, real ownership of the function from day one, competitive compensation with ESOPs, and a leadership team that moves fast to protect its culture
Click on Apply to know more.
