About UrbanPiper:
UrbanPiper powers over 20,000+ restaurants — from neighbourhood favourites to the world's
biggest chains — helping them manage everything from online orders to in-store operations.
Backed by Tiger Global, Sequoia, Swiggy & Zomato, we are on a mission to revolutionise how
food is experienced through tech, taste & innovation.
As we scale, we are looking for an HR Business Partner who is equal parts strategist and
executor: someone who can build genuine relationships with business leaders, bring structure
to our people processes, recruit great talent, and anchor decisions in data. If you are
energised by people conversations, thrive on influence, and get a quiet satisfaction from clean
data — this role is for you.
About the Role:
This is a full-spectrum HRBP role — not a siloed HR generalist seat. You will own the people
agenda for assigned business units end-to-end: from hiring to onboarding, from compliance
to culture. You will partner with senior leaders as a trusted advisor, run HR operations without
being prompted, and use data to tell stories that move decisions.
What makes this role distinctive is the expectation to influence, not just inform. You will be in
rooms where org design, headcount, and performance decisions are made — and you will be
expected to have a point of view, back it with data, and advocate for the right outcome for
both the business and its people.
What You’ll Do
1. HR Business Partnering
Serve as the primary HRBP for assigned business units — the go-to person for leaders and employees on all people matters
Build strong, trusted relationships with business leaders; proactively counsel on org design, team health, and people strategy
Partner with managers on performance conversations, role changes, promotions, and PIPs — bringing data, precedent, and a clear recommendation
Drive the annual performance review cycle end-to-end: timelines, calibration, communication, and outcome tracking
Lead employee experience initiatives — pulse surveys, stay interviews, skip-levels — and translate insights into tangible actions
Represent the voice of the business to the People & Culture leadership and vice versa
2. Talent Acquisition
Own end-to-end hiring for assigned business units: JD creation, sourcing strategy, interview design, offer closure, and pre-boarding
Partner with hiring managers to define role requirements, competency frameworks, and evaluation criteria
Build and maintain talent pipelines for critical and recurring roles
Track and report on hiring metrics: TAT, offer acceptance, source effectiveness, and quality of hire
Champion a consistent and positive candidate experience — from first touch to Day 1
Collaborate with external partners, staffing vendors, and platforms where needed
3. HR Operations & Administration
Own onboarding and exit processes with all compliance checks completed before Day 1 and last day respectively
Maintain accurate employee records, HRMS workflows, leave data, and contract documentation across India and international geographies
Be the go-to person for payroll inputs, benefits queries, and statutory questions — respond within defined SLAs
Coordinate with Finance on payroll inputs, variable payouts, Full & Final settlements, and reimbursements
Identify process inefficiencies and propose scalable improvements to existing HR workflows
4. Compliance & Documentation
Ensure ongoing compliance with PF, ESI, PT, e-TDS, Shops & Establishment Act across all registered entities
Track and manage regional labour law requirements across India and, where applicable, global locations
Coordinate statutory filings and audits with consultants and vendors — maintaining audit- ready records at all times
Collaborate with Finance and Legal on workforce cost tracking, invoicing, and policy interpretation
Maintain structured digital HR documentation: policies, offer letters, agreements, and statutory filings
5. People Analytics
Build and maintain dashboards to track headcount, attrition, tenure, hiring metrics, and engagement indicators
Generate monthly and quarterly people insights reports for leadership — with commentary and recommendations, not just charts
Proactively identify workforce trends and surface them before they become leadership concerns
Support compensation benchmarking, workforce cost modelling, and headcount planning exercises
Contribute to defining the HR metrics framework — what we measure, why, and how frequently
Qualifications
MBA or Post Graduate degree in HR, Business, or related fields
Or, Bachelor’s in any discipline with strong demonstrated HR experience across BP, Ops, and TA
2-3 years of progressive HR experience
Familiarity with HRMS platforms (Darwinbox, Keka, GreytHR, or equivalent)
Proficiency in Google Sheets / Excel for data analysis and reporting
Exposure to Indian statutory compliance (PF, ESI, PT, Shops Act) is required
What We’re Looking For
Strong interpersonal and communication skills — you are comfortable presenting to senior leaders and facilitating difficult conversations
High emotional intelligence and the ability to navigate ambiguity with calm and clarity
Detail-obsessed and process-driven — you don’t ship outputs without checking them twice
Prior startup experience strongly preferred — you are comfortable with changing priorities and building from scratch
You ask ‘so what?’ and ‘why now?’ — not just ‘what should I do?’
What Success Looks Like in This Role (6 months to 1 year timeline)
Business trust earned fast — You are proactively looped into org design, headcount, and performance conversations — not just for execution, but for your point of view. Leaders treat you as a strategic partner, not a task handler.
Zero operational surprises — Payroll inputs, compliance deadlines, HRMS accuracy, and employee lifecycle moments happen on time, every time. No escalations, no last-minute scrambles.
Data that drives decisions — Your people dashboards and reports are actually referenced by leadership — not just filed away.
Employee experience felt on the ground — People know who their HRBP is, trust them, and come to them before problems escalate.
