Lead – Human Resources & People Culture

About Nayi Disha

Nayi Disha is a progressive non-profit that leverages technology and works as a lifelong partner for families affected by Autism and other developmental disabilities. Since our inception in 2015, we have established ourselves as a credible resource for families and reached over 13,00,000 people across the country. With (IDD), building a strong growing community of 74,000+ families. Visit our mobile-first multi-lingual platform for more information. We have an exciting journey ahead at Nayi Disha and a vibrant, committed, and enthusiastic team with a supportive work culture.

Job Purpose

The candidate will lead the organization’s people strategy, HR operations, organizational culture, and talent development initiatives. The role requires a balance of strategic thinking and hands-on execution to build scalable people systems while ensuring an inclusive, transparent, and collaborative work environment.

The individual will work closely with leadership and cross-functional teams to strengthen HR processes, drive employee engagement, support managers, and build a strong performance and learning culture aligned with Nayi Disha’s mission and values.

Job Description

1. HR Strategy & Organizational Development

• Build and strengthen HR systems, processes, and organizational structures aligned with organizational growth.
• Partner with leadership on workforce planning, organization design, role structuring, and succession planning.
• Drive organizational development initiatives focused on culture, collaboration, accountability, and employee well-being.
• Support long-term people strategy and institutional strengthening initiatives.

2. Talent Acquisition & Onboarding

• Lead end-to-end recruitment processes across departments and levels.
• Develop hiring strategies to attract mission-aligned talent.
• Strengthen onboarding and induction processes to ensure smooth employee integration.
• Work with managers on manpower planning and hiring priorities.

3. Performance Management & Employee Development

• Lead the performance management process, including goal setting, KPIs, appraisals, feedback cycles, and performance improvement plans.
• Design and implement learning and development initiatives across teams.
• Support managers in team development, coaching, and people management.
• Build frameworks for career progression and leadership development.

4. HR Operations & Compliance

• Oversee HR operations including attendance, leave management, payroll coordination, reimbursements, documentation, employee records, contracts, and exit processes.
• Ensure implementation and regular review of HR policies, SOPs, and employee handbook.
• Maintain compliance with labour laws, statutory requirements, and organizational policies.
• Manage and optimize HRMS platforms and employee data systems.

5. Employee Engagement & Culture Building

• Foster a transparent, inclusive, and people-first organizational culture.
• Lead employee engagement initiatives, team-building activities, AMAs, recognition practices, and organization-wide events.
• Address employee concerns with empathy, fairness, and confidentiality.
• Facilitate communication and collaboration across teams and locations.

6. Leadership & Stakeholder Collaboration

• Act as a strategic partner to the leadership team on people and culture matters.
• Support managers in decision-making related to team dynamics, performance, and conflict resolution.
• Contribute to organization-wide planning, culture-building, and change management initiatives.

7. Learning & Development (L&D)

• Design and implement organization-wide learning and development strategies aligned with organizational goals and employee growth needs.
• Identify capability gaps across teams and create structured learning pathways for employees and managers.
• Facilitate internal and external training sessions, workshops, and knowledge-sharing forums.
• Track training effectiveness, learning outcomes, and employee development progress through structured review mechanisms.
• Collaborate with managers to create individual development plans (IDPs) and support career progression conversations.

Desired Profile

1. Knowledge

• Preferred-MBA / PGDM with specialization in Human Resources or PGDHRM (Post Graduate Diploma in HRM) from recognized institutes
• Strong understanding of HR policies, labour laws, and best practices.
• Proficiency in HRMS, – specifically KEKA, payroll systems,
• Knowledge of talent management, recruitment strategies, and learning & development programs.

2. Specific Skills

• Excellent interpersonal and communication skills (both written and oral).
• Strong organizational and multitasking abilities.
• Conflict resolution, problem solving, and decision-making skills.
• Ability to build relationships at all levels of the organization.

3. Experience

• 12+ years of experience in HR, people management, or organizational development roles.
• Experience in non-profit, start-up, social impact, or mission-driven organizations preferred.
• Strong experience in HR operations, talent management, policy design, and performance systems.
• Experience managing and mentoring teams.
• Preferred experience in non profit HR