Talent & People Operations Partner – Copy

Build and execute a talent strategy that ensures the right skills are available ahead of business demand (workforce planning, hiring priorities, sourcing channels). Shape and continuously refine the employer value proposition and recruitment brand to attract high-quality, mission-aligned talent. Design a scalable onboarding and internship framework that reduces time-to-productivity and strengthens culture transmission. Own org structure clarity (roles, reporting lines, spans & layers) to enable faster decision-making and accountability. Use Zoho People and payroll data to generate people insights for founders/leadership (hiring velocity, quality of hire, cost of hire, early attrition, engagement signals).​

Strategic Responsibilities (with execution as means)

Talent & Workforce Strategy

• Partner with founders and functional heads to define annual and quarterly hiring plans aligned with business OKRs, then translate them into role definitions, JDs, and sourcing plans.

• Identify critical roles, succession risks, and build proactive pipelines rather than purely reactive hiring.

• Evaluate and decide on channel mix (inbound, outbound, referrals, campuses, agencies) using data on quality and cost of hire.

Employer Brand & Market Positioning

• Define key messaging pillars (mission, culture, growth, impact) and ensure all job descriptions, career pages, and social content reinforce them.

• Plan and run strategic branding initiatives: LinkedIn campaigns, founder thought-leadership, employee stories, and internship/campus presence.

Onboarding & Experience Design

• Architect the end-to-end candidate and new-hire journey (from first touch to 90 days) with clear success metrics: offer acceptance rate, joining ratio, 90-day success rate.​

• Design standardized pre-onboarding and onboarding playbooks, then use execution (docs, checklists, sessions) as mechanisms to deliver that experience.​

• Maintain a living org structure that reflects strategy: who owns what, decision rights, and collaboration lines; propose changes as the company evolves.

• Translate org design into Zoho People (structures, workflows, approvals) so systems reinforce how the organization is meant to operate.​

Data, Insights & Governance

• Define and track core people metrics: time-to-fill, cost-per-hire, quality-of-hire proxies, early attrition, engagement indicators, payroll accuracy, and compliance adherence.​

• Use Zoho People and payroll data to build monthly people dashboards for leadership, turning operational activity into strategic insights and decisions.​