Assistant Manager / Manager — HR (People & Culture) Full Time NEW

About Caresmith

Caresmith is a fast- growing D2C personal care brand making premium wellness and grooming accessible to every Indian household. Oral care. Recovery. Grooming. Relaxation. Products built for real people, sold everywhere they shop – our own website, Amazon, Flipkart, Nykaa, Blinkit, Zepto, Swiggy Instamart.

We are a focused team of 50+ people who move fast and take the work seriously. The company is growing, the ambitions are large, and we are building the internal infrastructure to match.

The Role

Caresmith is at a stage where People & Culture stops being reactive and starts being a real competitive advantage. This role is the engine of that shift.

You will own the full people function – operations, compliance, performance management, recruitment oversight, and culture – working directly with the founders and the Head of People & Culture. You will manage a Recruitment Executive and an Admin Executive.

This is a role for someone who wants to build, not just run. Someone who finds satisfaction in getting the systems right, the culture sharp, and the team performing at its best. If you have spent 4–6 years in HR and are ready to stop waiting for a seat at the table – this is that seat.

What You Will Work On

• People Operations

You will own the entire employee lifecycle – from a first- class onboarding experience to a clean, respectful exit. This means getting the basics so right that they run without drama: documentation, payroll inputs, HRMS, confirmations, and the hundred small things that either build or erode trust in the function. When people join, they should feel it. When they leave, they should leave well.

• Compliance & Policy

You will make sure Caresmith stays fully compliant – labor law, statutory requirements, POSH – not as a defensive exercise, but as a foundation for the company to operate with confidence. You will own the policies, keep them practical, and make sure they are actually followed. SOPs that exist and get ignored are not SOPs. You will fix that.

• Performance Management

You will drive the performance review cycle and, more importantly, make it useful. Reviews that do not change anything are a waste of everyone’s time. Your job is to make sure managers have the capability and the tools to give honest feedback, identify strong performers, and address underperformance early. This is where HR’s credibility with founders gets built or lost.

• Recruitment Oversight

You will oversee hiring through the Recruitment Executive – making sure open roles close on time with the right people, that hiring managers are not left guessing about their pipelines, and that Caresmith builds a strong enough reputation as an employer that great candidates want to come here.

• Administration & Workplace

You will manage office operations, vendors, and IT assets through the Admin Executive. The goal is simple: the office works, things do not fall through the cracks, and the team has what it needs to do its best work.

• Culture & Employee Experience

You will take ownership of what Caresmith actually feels like as a place to work. Not through events and celebrations alone – but through the quality of everyday interactions, the honesty of feedback channels, and the clarity of what the company stands for. Culture at this stage is shaped by a handful of people. You are one of them.

• Systems & Process Efficiency

You will build the HR infrastructure that allows the function to scale without adding headcount. That means an HRMS that actually does work, dashboards that give leadership real insight, and a mindset that looks at every manual process as a problem waiting to be solved.

Who We Are Looking For

• Someone who thinks about the business first – you understand what the company is trying to achieve, and you design people solutions that support that, not just the HR function.
• High ownership – you take problems end to end, without needing to be followed up on. Things do not fall through the cracks on your watch.
• Comfortable with technology – you use tools and systems to make HR work more efficient and useful, and you are always looking for better ways to do things.
• Someone who can work closely with founders and communicate clearly across the team – you build trust through the quality of your work and your thinking.