Head of Human Resources
Tulio | Made-to-Measure Curtains & Blinds | India & Global
Bangalore / Pune / Hyderabad / Mumbai / Delhi / Dubai / Saudi Arabia / UK
Tulio is a design-led, tech-enabled made-to-measure curtains and blinds company disrupting a traditionally opaque industry through transparent pricing, Zara-like product velocity, and a premium experience. We operate five studios across India, with offices in the UAE, Saudi Arabia, and the UK — and we are growing fast. As we scale from a founder-led organisation to a performance-driven, professionally managed company, we are hiring our first dedicated Head of Human Resources — a foundational hire that will define the people architecture of Tulio for the next decade.
ABOUT TULIO
We launched with a simple belief: buying made-to-measure curtains and blinds should be as intuitive as buying a pair of jeans. Today, we serve luxury residential and hospitality clients across India, the UAE, Saudi Arabia, and the UK — manufacturing exclusively to order, launching 20–30 new product concepts every month, and delivering transparent pricing with zero negotiation. Our studios sit alongside brands like West Elm, Pottery Barn, Sabyasachi, Rahul Mishra, and Ritu Kumar. Our work ships to five-star hotels. And we are only getting started.
WHY THIS ROLE EXISTS
Until now, Tulio has operated without a dedicated HR function. People management has been handled informally — which worked when we were small. It will not work as we scale aggressively across geographies. We need someone to build the performance backbone of this organisation from scratch: clear KPIs and KRAs for every role, a rigorous appraisal cadence, accountability structures that travel across geographies, and a culture that is as performance-driven as it is engaged and motivated.
Job Location: Gurgaon (Manufacturing HQ) — with regular travel to all India studios
Builds from scratch — 1 HR Executive to be hired within 60 days
PRIMARY MANDATE: BUILD A PERFORMANCE-DRIVEN ORGANISATION
This is not a transactional HR role. The single most important mandate is to architect and embed a performance management system that makes every individual in the company — from a studio sales executive in Hyderabad to a design artisan in Gurgaon — accountable to clear, measurable outcomes. You will own this system end to end.
Performance Management System Design role-specific KPIs and KRAs for every position across Manufacturing and Retail — working with functional heads to ensure targets are commercially grounded and operationally realistic
- Build and run a bi-annual appraisal cycle with mid-year check-ins — structured, documented, and consistently applied across all five India studios and the manufacturing HQ
- Develop a performance rating framework (e.g. Exceeds / Meets / Below / Critical) with clear criteria and calibration guidelines for managers
- Establish a performance improvement plan (PIP) process — fair, structured, and legally sound under Indian labour law
- Create a real-time performance dashboard for the Founder and COO — monthly visibility on studio-level and individual-level performance vs. targets
Sales Force Performance — Special Focus
Tulio's revenue is driven by Business Development teams, Design teams, and Business Heads across five studios. Sales accountability is the most critical — and currently the most underdeveloped — area of performance management. You will:
- Define KPIs for every sales role: lead generation targets, proposal conversion rates, average project value, monthly revenue vs. target, architect/designer meeting cadence
- Implement a monthly sales performance review process — structured scorecard reviewed by the COO and Founder
- Build incentive structures tied directly to measurable sales outcomes — monthly commissions, quarterly accelerators, annual performance bonuses
- Work with regional Business Heads to set individual and team targets at the start of each quarter — and review adherence at month-end
- Own the consequence management process for sales individuals who consistently miss targets — from structured coaching plans to escalation
TALENT ACQUISITION & RECRUITMENT
- Own end-to-end recruitment for all roles in India — from job brief to offer letter — across Manufacturing, Retail, Marketing, and Technology functions
- Build a structured hiring process: JD creation, sourcing (LinkedIn, referrals, agencies), structured interviews, assessment frameworks, and offer management
- Maintain a live hiring tracker visible to the Founder and COO — open roles, pipeline status, time-to-fill, and offer acceptance rates
- Develop Tulio's employer brand positioning — make the company a destination for high-calibre talent in design, retail, and technology
- Build a talent pipeline for high-churn roles (Business Development, M&I teams) — proactive sourcing, not reactive hiring
- Manage relationships with recruitment agencies for senior roles — negotiate terms, set SLAs, and hold agencies accountable to quality
- Own critical immediate hires: Business Heads for Mumbai and Delhi, a 3D Manager, and a second Graphic Designer
ONBOARDING & INDUCTION
- Design and run a structured 30-day onboarding programme for all new joiners — covering Tulio's brand, product, processes, tools (Zoho CRM/ERP), and culture
- Build role-specific onboarding tracks — a Business Head onboarding looks different from a design artisan onboarding
- Ensure every new joiner has a written 30-60-90 day plan with clear milestones, signed off by their manager and HR within the first week
- Own probation management — formal mid-probation check-in, documented assessment, and confirmation or extension process
- Create an onboarding feedback mechanism — measure onboarding effectiveness via 30-day and 90-day new joiner surveys
OFFBOARDING & ATTRITION MANAGEMENT
- Run a structured offboarding process for all exits — knowledge transfer, handover documentation, asset recovery, final settlement, and exit interviews
- Conduct and analyse exit interviews to identify attrition drivers — report findings to the Founder quarterly with actionable recommendations
- Monitor attrition rates by function, studio, and tenure — flag concerning trends before they become structural problems
- Manage all full-and-final settlement calculations accurately and on time — PF, gratuity, leave encashment, and statutory deductions
- Maintain a rehire-eligibility register and a post-exit reference policy
EMPLOYEE ENGAGEMENT & CULTURE
Tulio operates across five cities with a young, creative, and commercially driven workforce. Engagement and retention are as important as recruitment. You will be responsible for building a culture that people want to stay in.
- Run a bi-annual Employee Engagement Survey — measure eNPS, satisfaction scores, and manager effectiveness; present findings to leadership with a clear action plan
- Design and implement a recognition and rewards programme — peer recognition, manager shoutouts, quarterly awards, and milestone celebrations
- Build a manager effectiveness programme — train Business Heads and functional managers on giving feedback, running 1:1s, and managing performance conversations
- Own internal communication — monthly all-hands, studio-level town halls, and a cadence of transparent communication from the Founder to the team
- Identify and develop high-potential employees — build an internal talent pipeline for future leadership roles
- Design and implement career progression frameworks — clear promotion criteria and career ladders for every function, so employees know what 'great' looks like and where they can grow
HR POLICY, COMPLIANCE & STATUTORY OBLIGATIONS
- Build and maintain Tulio's HR policy framework — Employment contracts, Leave policy, Code of conduct, Disciplinary policy, and Work-from-home policy
- Ensure full statutory compliance for both Tulio Manufacturing Pvt Ltd and Tulio Retail Pvt Ltd: EPF, ESI, Gratuity, Professional Tax, Shops & Establishments Act (across all five studio cities)
- Constitute and operationalise the Internal Complaints Committee (ICC) under the POSH Act — train all employees and managers annually
- Maintain accurate and up-to-date employee records — contracts, increment letters, appraisal documents, disciplinary records — both digital and physical where required
- Manage payroll inputs in coordination with the Finance team — ensure accuracy, timeliness, and statutory compliance every month
- Stay current on Indian labour law developments and ensure Tulio's policies adapt accordingly
CANDIDATE PROFILE
Must-Have Experience
- 6–10 years of progressive HR experience, with at least 3 years in a standalone or senior HR role
- Demonstrated experience designing and implementing performance management systems — KPIs, appraisal cycles, and incentive structures — from scratch
- Strong command of Indian labour law and statutory compliance: EPF, ESI, Gratuity, POSH, Shops & Establishments Act across multiple states
- Experience supporting a geographically dispersed workforce — multi-city or multi-location retail, FMCG, consumer goods, or services businesses
- Hands-on experience in end-to-end recruitment — sourcing, interviewing, offer management — not just coordination
- Exposure to sales-force HR: incentive design, commission structures, and performance management for revenue-generating teams
Strongly Preferred
- Experience in design-led consumer brands, premium retail, interior design, or home furnishings — understanding that brand and culture are inseparable
- Prior exposure to building HR infrastructure in a high-growth, founder-led company transitioning to professional management
- Familiarity with Zoho People or comparable HRMS platforms
- Experience structuring Employee Engagement programmes in creative or design-driven workforces
Leadership Qualities We Are Looking For
- Builder, not maintainer: You have built HR systems from scratch — and you are energised by that, not intimidated by it
- Commercially fluent: You understand that HR exists to drive business outcomes — performance, retention, and culture are not soft metrics; they are growth levers
- Direct and credible: People respect you because you are consistent, fair, and honest — even when the conversation is hard
- Detail-oriented at scale: You can manage 50 appraisals, 5 open roles, and a compliance calendar simultaneously — without dropping threads
- Culturally sensitive: You can work across a young design studio in Bangalore, a manufacturing floor in Gurgaon, and a hospitality sales team in Dubai — adapting tone and approach without losing consistency
WHAT TULIO OFFERS
- The rare opportunity to build an HR function entirely from the ground up — your architecture, your systems, your legacy
- Direct access and reporting line to the Founder — decisions get made fast, and your work has immediate, visible impact
- A company at an inflection point: scaling fast from five cities to global, transitioning from founder-led to professionally managed
- A design-led brand environment that is intellectually stimulating — we build beautiful products and we take our brand seriously
- Competitive compensation with a performance-linked bonus — we believe in paying well for people who perform
HOW TO APPLY
Send your CV and a brief note on why this role excites you to:
[email protected] | [email protected] | [email protected]
Learn more about us: www.tulio.design | Instagram: @tulio.design
Tulio is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.
Note: Apply only If you are having more than 10+ years of experience, managing 100+ employees and current compensation is more than 15 lakh.
Pay: ₹1,500,000.00 - ₹2,800,000.00 per year
Work Location: In person
