HR Lead

About Redwing

Redwing designs and operates automated drone logistics systems to transform last-mile healthcare supply chains, logistics and drone as a service for Agriculture. Our work lies at the intersection of social impact, healthcare, aviation and agriculture.

About the Job: We're on the lookout for a passionate and dynamic Junior Executive in Human Resources to join our team at Redwing. If you're someone who thrives in a collaborative environment, loves HR challenges, we want to hear from you!

What will you be doing?

We are looking for a proactive and hands-on HR professional to independently manage end-to-end Human Resources operations. The ideal candidate should be comfortable working in a fast-paced startup environment, handling everything from talent acquisition and employee engagement to payroll, compliance, stakeholder management, and HR operations.

This role requires a strong sense of ownership, attention to detail, and the ability to collaborate effectively with employees, leadership, and external stakeholders.

Key Responsibilities

1. Talent Acquisition & Workforce Planning

• Manage end-to-end recruitment for full-time, contract, and internship positions.
• Draft and publish job descriptions across various job portals and social media platforms.
• Source, screen, and coordinate candidates through the recruitment lifecycle.
• Schedule and coordinate interviews with candidates and hiring managers.
• Create and roll out offer letters through HRMS platforms (Keka preferred).
• Collaborate with department heads to understand current and future hiring requirements.
• Build talent pipelines for critical and recurring positions.
• Coordinate campus recruitment drives, internship programs, and walk-in hiring events.
• Manage relationships with colleges, placement cells, recruitment agencies, and external hiring partners.
• Experience hiring both technical and non-technical talent; aerospace or drone industry hiring experience is preferred.

2. Employee Onboarding & HR Operations

• Facilitate employee onboarding, orientation, and induction programs.
• Ensure all joining formalities, documentation, and Day-1 requirements are completed before employee onboarding.
• Coordinate asset allocation, email creation, access provisioning, and employee setup.
• Act as the first point of contact for employee queries related to HR policies, benefits, and processes.
• Maintain employee lifecycle records from hire to exit.
• Partner with cross-functional teams to ensure a seamless employee experience.

3. Compliance, Documentation & Employee Records

• Ensure compliance with applicable labour laws and statutory regulations.
• Maintain accurate employee records, personnel files, and HR documentation.
• Manage employment contracts, amendments, letters, and employee documentation.
• Regularly review and update HR policies in line with evolving labour regulations and business requirements.
• Coordinate with consultants and government authorities for labour law-related matters.
• Support audits, inspections, and compliance reviews as required.
• Handle interactions with labour authorities and statutory bodies when necessary.

4. Payroll & Statutory Compliance

• Independently manage monthly payroll processing and validation.
• Coordinate with Finance for timely payroll execution.
• Ensure accurate processing of attendance, leave records, reimbursements, incentives, and deductions.
• Manage statutory compliance related to PF, ESI, Professional Tax, Labour Welfare Fund, TDS, gratuity, and other applicable regulations.
• Process Full & Final Settlements and ensure compliance with company policies.
• Maintain payroll records and support payroll audits.

5. Employee Engagement & Culture

• Plan and execute employee engagement initiatives, celebrations, and team-building activities.
• Conduct employee pulse surveys and gather actionable feedback.
• Drive initiatives that strengthen employee morale, engagement, and workplace culture.
• Support leadership in building a positive and inclusive work environment.
• Organize quarterly engagement programs, town halls, and internal events.

6. Performance Management & Employee Development

• Support and coordinate annual and periodic performance review cycles.
• Track employee probation, confirmation, and tenure milestones.
• Facilitate internship reviews and conversion assessments for full-time employment.
• Coordinate performance discussions and documentation with managers.
• Assist leadership with talent development and succession planning initiatives.
• Track employee learning and development initiatives where applicable.

7. Employee Relations & Exit Management

• Conduct quarterly one-on-one employee check-ins and provide feedback insights to management.
• Facilitate peer-to-peer feedback exercises on a semi-annual basis.
• Support managers in handling employee concerns, disciplinary matters, and workplace issues.
• Manage employee separation processes, resignations, and exit formalities.
• Conduct exit interviews and present trend analysis and recommendations to management on a quarterly basis.
• Drive employee retention initiatives based on employee feedback and organizational requirements.

8. HR Administration & Vendor Management

• Manage employee travel, accommodation, and logistics requirements in support of business operations.
• Coordinate flight, hotel, and local transportation bookings.
• Manage HR and administrative vendors.
• Process vendor invoices and coordinate payments with Finance.
• Negotiate commercial terms with vendors to ensure cost-effective service delivery.
• Support office administration activities as required.

9. Stakeholder Management & Reporting

• Work closely with founders, department heads, employees, vendors, consultants, and external partners.
• Ensure timely communication and alignment across stakeholders.
• Prepare and present HR dashboards, reports, and workforce analytics to management.
• Track key HR metrics including hiring, attrition, engagement, attendance, and retention.
• Drive HR projects and process improvement initiatives.

Required Skills & Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related field.
• 2-5 years of relevant HR Generalist & team leading experience.
• Experience independently managing HR operations in a startup or fast-paced environment.
• Strong knowledge of Indian labour laws and statutory compliance.
• Hands-on experience in payroll processing and HR documentation.
• Experience in employee relations and stakeholder management.
• Strong communication and interpersonal skills.
• Ability to maintain confidentiality and exercise sound judgment.

Technical Skills

• Hands-on experience with HRMS platforms (Keka preferred).
• Experience with ATS platforms and recruitment tools and HRIS systems
• Strong proficiency in Google Workspace (Docs, Sheets, Forms, Drive).
• Advanced Excel skills including formulas, reporting, and data analysis.
• Experience building HR dashboards and management reports.
• Familiarity with HR analytics and workforce reporting tools is preferred.

Preferred Qualifications

• Experience in Aerospace, Drone, Robotics, Manufacturing, or Technology startups.
• Experience working as a standalone HR or leading HR operations independently.
• Exposure to HR automation, process improvement, and scaling HR practices.
• MBA/PGDM in Human Resources is preferred but not mandatory.

Why Join Us?

• Impact at Scale: Work at the frontier of healthcare and agri-logistics, and see your work make a difference in real communities.
• Culture of Learning: Work directly with founders and cross-functional leaders to gain hands-on exposure to business operations and decision-making.
• Room to Grow: Shape your career with opportunities to lead initiatives, improve systems, and develop your own HR specializations.
• Inclusive and Dynamic Team: Join a motivated, transparent, and mission-driven crew.