Reports to the founders.
We’re growing across several countries and hiring close to twenty specialist roles at once. Our people systems were built for a smaller, simpler company.
This role has two halves, and we need both.
Half one: factory HR in India, where the law just changed. The four Labour Codes came into force in November 2025, replacing 29 central laws — among them the Factories Act, the Contract Labour Act, the Industrial Disputes Act and the EPF and ESI legislation. Haryana has notified its rules. Most HR functions are still running on habits built for a framework that no longer exists.
Half two: a company growing faster than its systems. New countries, new functions and new seniority levels, with organization design decisions being made by default rather than deliberately.
The problem nobody warns you about
We’re hiring specialists who have no peer group here: a color management specialist, a Mandarin-speaking supplier liaison, a tooling engineer for sub-millimeter cosmetic parts. Most will be the only person in the building doing that job, with no internal career ladder and no local market to move within.
Standard retention thinking doesn’t work for them. Working out what does is one of the more interesting problems in this role.
What you’d build
- A compliance framework built on the Labour Codes as they now stand, not inherited practice: registers, returns, registrations and an audit trail.
- Contract labor governance that actually protects us as principal employer, rather than a file of contractor certificates nobody has verified.
- Organization design and workforce planning as we expand into new countries.
- A compensation structure that can hold specialists paid above band without the whole thing coming apart.
- Retention that works for people without a peer group — and for operators, who leave for entirely different reasons.
- Performance and grievance processes that hold up when they’re tested.
- Onboarding that gets an operator productive and safe faster.
What you’d own
- Statutory compliance across the plant, and the government liaison that goes with it.
- Industrial relations, grievance handling and disciplinary process.
- The HR function and its team, including talent acquisition.
- Payroll, attendance, shift and overtime governance.
- The POSH Internal Committee, the safety committee and welfare.
- Employment structures as new entities open, working with advisers.
What you’ll need
- 12+ years in HR with real manufacturing depth. Not a corporate HR head who has visited a plant: the compliance and IR load here is a different job, and services backgrounds don’t transfer.
- Working knowledge of the Labour Codes and the Haryana rules, and a clear view of what changed.
- Contract labor management, with a real understanding of principal employer liability.
- IR capability — grievance, enquiry and disciplinary process — and the judgment to de-escalate.
- Scaling you can show: organization design, workforce planning, and structure built where there wasn’t any.
- Experience leading an HR team, not just an HR process.
- Fluent Hindi: much of this role happens in Hindi.
- Multi-country or multi-entity experience is a strong plus.
In your application, tell us
One compliance gap you found and closed, one IR situation you handled that could have gone badly, and one thing you built that let the company grow without breaking.
This description summarizes the role. Duties may vary, and the final job description is confirmed at offer.
About SB eCommerce
SB eCommerce Solutions designs and manufactures personalized phone, tablet and laptop cases for brands and print-on-demand businesses. We are a team of 275+ working across 3 facilities in India, with offices, fulfillment centers and warehouses across four continents, and an ISO 9001:2015 certified quality system.