Human Resources Generalist

Ludic is looking for an HR Generalist who can be the single point of ownership for people operations across a small, young corporate team and a warehouse/skilled-labour workforce. This is not a policy-writing desk job; it's a hands-on role for someone who is equally comfortable sitting with a 24-year-old designer to talk through their quarterly goals and standing on the warehouse floor sorting out an attendance or PF query with our packing staff.

We're an early-stage, design-led consumer brand, which means the person in this seat has to build HR muscle from a fairly blank slate; systems, rhythms, and trust; while keeping day-to-day operations (payroll inputs, compliance, attendance, onboarding) running without hiccups.

Recruitment & Onboarding

• End-to-end hiring for both corporate roles and warehouse/skilled-labour positions; sourcing, screening, interview coordination, offer rollout
• Building a repeatable, low-friction onboarding process for two very different employee experiences (young creative/ops team vs. warehouse staff)

Performance & Goal-Setting

• Set up and run a lightweight goal-setting and KPI framework across teams; something a fast-moving startup can actually stick to, not a heavy corporate appraisal system
• Run regular check-ins, track progress against goals, and coach managers on giving feedback
• Help translate business priorities into individual/team goals each quarter

Compliance & Statutory

• Own statutory compliance for the warehouse/labour workforce; PF, ESIC, minimum wages, shops & establishment, labour law adherence, and required registers/documentation
• Keep employment contracts, policies, and HR documentation audit-ready
• Liaise with consultants/auditors as needed for compliance filings

Team & Culture

• Be a genuine point of connection for a young team; understand what motivates them, spot flight risks early, and build an environment people want to stay in
• Manage a small HR/admin team and coordinate closely with warehouse supervisors
• Run engagement initiatives suited to a small, high-energy team (not generic corporate engagement calendars)

HR Operations

• Attendance, leave management, payroll inputs, exits and full-and-final settlements
• Maintain HR MIS/trackers and report key metrics (attrition, headcount, hiring TAT) to leadership
• Handle grievances and conflict resolution across both employee groups with fairness and discretion