Siddhartha Jain

• Rebuilt the HR operating model to support 300% organisation growth (120 → 450+ employees).
• Designed optimal organisation structures through organizational diagnostics, capability mapping, and leadership alignment.
• Enabled culture transition from founder-led to professional CEO-led structure with clear governance rhythms.
• Partnered with CEO & Business heads to develop AOPs and multi year people strategy resulting in 20% faster talent pipeline.
• Designed and institutionalised a KRA-driven performance system on ZOHO PMS, reducing subjectivity by ~80%.
• Redesigned compensation structures and wellness benefits resulting in 15% savings while expanding coverage & features.
• Conceptualised and launched 'Kansha,' a multi-tier R&R program with 20% workforce participation.
• Established compensation governance, salary banding, and structured performance-linked rewards.
• Partnered with IIM-B to develop leadership programmes for the top 10% of high-potential employees.
• Designed behavioural and leadership competency frameworks aligned with promotions and performance decisions.
• Strengthened DEI initiatives, increasing women representation in key roles to 30%.
• Implemented Sense ATS (AI-enabled), ZOHO HRIS, and GreytHR, automating up to 50% workflow processes.
• Built dashboards for headcount planning, payroll forecasting, hiring funnel quality, and HR cost governance for CEO/Board reviews.
• Standardised onboarding, hiring workflows, and confirmation processes, improving process efficiency by 30%.
• Led end-to-end talent due diligence for a 150-member acquisition, including assessments, role-fit evaluation, and structure mapping.
• Harmonised HR policies, compensation structures, and benefit programs across India, UK, and Japan entities.
• Delivered complete integration within six months while ensuring cultural continuity and operational stability.
• Oversaw workplace safety, labour law compliance, and all external HR audits with 100% adherence.

• Scaled Tech/Product/Design teams from 30 to 100+, strengthening hiring quality and pipelines.
• Improved offer-to-join ratio from 20% to 40% through structured candidate experience and onboarding.
• Reduced Tech attrition from 50% to 24% via targeted retention programs and manager capability building.
• Owned ESOP grant and buyback processes; built proprietary ESOP tracking tool enabling audit-compliant reporting.
• Implemented HRIS automation across onboarding, payroll, and lifecycle workflows.
• Designed performance frameworks, incentives, operations scorecards, and engagement programs (BB-Navigator, BB Miles, Transformers, Hack.Kar 3.0).
• Setup a strong team of 3 members to enable automation and accountability in HR Operations.

• Led organisation's first pulse survey (CF-VOICE) and executed improvement roadmap.
• Built CF-HIGHRISE, a digital recognition platform with high employee adoption.
• Standardised PMS, compensation benchmarking, and salary banding across teams.

• Managed onboarding for global teams, including H1-B compliance and client-specific integration.
• Conducted structured performance cycles and redesigned exit processes for efficiency and risk reduction.

Worked Across Software Development, Testing and Product Management to gain complete experience of software development lifecycle