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 Do1. 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.
