Manager HR Strategy

As a Sr Manager HR Strategy at ShopDeck, you will be the driving force behind all HR functions including HR Strategy, Employee Engagement, Culture Building, HR Policies, and Operations. Your main responsibility will be to ensure that our people thrive in a high-performance, growth-driven culture. You will own the design, rollout, and governance of core people systems such as Performance Management, Growth Paths, Rewards, Culture, and AI-led HR Operations automation. Additionally, you will act as a hands-on HR Business Partner to drive adoption on the ground.

Key Responsibilities:

• Build and run a high-accountability Performance Management System including scorecards, cycles, calibration, rating philosophy, and manager enablement.
• Create career growth paths for every function with clear level definitions, competency expectations, and promotion criteria.
• Drive performance fairness by maintaining consistent standards across teams, conducting bias checks, calibration rigor, and documenting decisions.
• Partner with leadership to align rewards with outcomes, behaviors, and business priorities in a simple, transparent, and scalable manner.
• Translate values into observable behaviors and competency frameworks for each function.
• Establish culture rituals and operating cadence including onboarding culture, manager rituals, recognition rituals, and engagement programs.
• Own the Employee Handbook and culture playbooks to ensure adoption and not just documentation.
• Re-architect HR Operations to be process-first and automation-first.
• Deliver approximately 50% automation of the HR Operations charter including tickets, letters, workflow approvals, HRIS hygiene, FAQs, policy queries, onboarding/offboarding checklists, and recurring reports.
• Set up dashboards, SOPs, SLA governance, and continuous improvement loops.
• Act as a hands-on HR Business Partner for key pods, ensuring frameworks are implemented, understood, and used.
• Coach managers, run enablement sessions, and drive adoption through communication, training, and reviews.
• Be a trusted advisor to leadership on organizational design, performance decisions, people risks, and culture moments.

Qualifications

• 1+ years of HR experience in a fast-paced, high-growth startup environment/consulting.
• Tier 1 pedigree: XLRI, TISS, MDI, SCMHRD (Preferred).
• Strong analytical and problem-solving skills with a data-driven approach to HR decision-making.
• Excellent interpersonal skills with the ability to influence, engage, and build trust across teams.

In this role, you will have the opportunity to work closely with the founders and functional heads to shape org design, talent strategy, and execution rhythms. You will also have the chance to create systems that drive impactful outcomes and scale them across teams. ShopDeck offers competitive compensation with performance upside, direct partnership with leadership, a chance to build systems from scratch and scale them, an AI-first operating environment, and a high-performance culture that values speed, ownership, and craft. As a Sr Manager HR Strategy at ShopDeck, you will be the driving force behind all HR functions including HR Strategy, Employee Engagement, Culture Building, HR Policies, and Operations. Your main responsibility will be to ensure that our people thrive in a high-performance, growth-driven culture. You will own the design, rollout, and governance of core people systems such as Performance Management, Growth Paths, Rewards, Culture, and AI-led HR Operations automation. Additionally, you will act as a hands-on HR Business Partner to drive adoption on the ground.

Key Responsibilities:

• Build and run a high-accountability Performance Management System including scorecards, cycles, calibration, rating philosophy, and manager enablement.
• Create career growth paths for every function with clear level definitions, competency expectations, and promotion criteria.
• Drive performance fairness by maintaining consistent standards across teams, conducting bias checks, calibration rigor, and documenting decisions.
• Partner with leadership to align rewards with outcomes, behaviors, and business priorities in a simple, transparent, and scalable manner.
• Translate values into observable behaviors and competency frameworks for each function.
• Establish culture rituals and operating cadence including onboarding culture, manager rituals, recognition rituals, and engagement programs.
• Own the Employee Handbook and culture playbooks to ensure adoption and not just documentation.
• Re-architect HR Operations to be process-first and automation-first.
• Deliver approximately 50% automation of the HR Operations charter including tickets, letters, workflow approvals, HRIS hygiene, FAQs, policy queries, onboarding/offboarding checklists, and recurring reports.
• Set up dashboards, SOPs, SLA governance, and continuous improvement loops.
• Act as a hands-on HR Business Partner for key pods, ensuring framework