About Cityflo
Cityflo is a daily commute company that provides a comfortable, stress-free travel experience for corporate professionals, as an alternative to driving. With premium buses, a simple app, and caring customer service, our passengers get the luxury of time in their busy schedules — where they can read a book, watch Netflix, nap, or simply soak in the view of the city. We're bringing joy back to commuting and addressing urban traffic challenges in a meaningful way. Today, we operate 600+ buses and manage 50,000 daily bookings. After building a strong product-market fit and a profitable business in Mumbai, we have expanded to Hyderabad and Delhi. Over the next year, we plan to scale to 1000 buses and 50,000 daily bookings across all cities.
Cityflo is well-funded by prominent VCs including India Quotient and Lightbox Ventures. Know more about us:
Website: https://cityflo.com
App: https://bnc.lt/cityflo
Blog: https://blog.cityflo.com
Our journey through Covid: https://bit.ly/3wBiSZx
About the Role
We are looking for a high-impact HR leader to architect and scale the people engine for one of the fastest-growing blue-collar workforce ecosystems across transport, mobility, and ETS operations.
This is not a conventional HR role. The mandate is to build a scalable workforce model capable of supporting aggressive business growth while solving complex challenges around hiring velocity, retention, workforce productivity, compliance, and operational continuity.
The ideal candidate brings deep expertise in managing large distributed workforces, especially drivers and field teams, and has the ability to combine strategic thinking with strong execution rigor.
Key Responsibilities
1. Workforce Strategy & Scale Management
- Design and drive the long-term workforce strategy for large-scale driver and field-force operations across multiple geographies
- Forecast manpower demand in alignment with business expansion plans, operational SLAs, and utilization metrics
- Build scalable workforce acquisition and deployment models for high-growth environments
- Develop location-wise workforce planning frameworks to ensure business continuity and workforce availability
2. High-Volume Talent Acquisition Excellence
- Lead end-to-end blue-collar talent acquisition strategy with a strong focus on driver hiring at scale
- Build multi-channel sourcing ecosystems including:
- Vendor networks
- Driver communities
- Referral ecosystems
- Regional hiring hubs
- Training institutes
- Grassroots sourcing partnerships
- Drive reduction in:
- Hiring turnaround time (TAT)
- Cost-per-hire
- Offer drop-offs
- Early-stage attrition
- Create scalable recruitment processes supported by data, automation, and operational discipline
- Build strong recruitment MIS, funnel analytics, and productivity tracking systems
3. Workforce Retention & Lifecycle Management
- Design and implement retention strategies tailored for high-churn blue-collar environments
- Own the complete driver lifecycle management framework from onboarding to engagement and retention
- Analyze attrition patterns, behavioral trends, attendance data, and workforce productivity metrics to drive interventions
- Build localized engagement models to improve workforce loyalty, stability, and productivity
- Partner with operations teams to improve workforce experience and reduce operational escalations
4. Capability Building & Operational Readiness
- Establish structured onboarding, induction, and training frameworks for drivers and field staff
- Drive capability-building initiatives focused on:
- Safety
- Compliance
- Customer behavior
- Operational SOP adherence
- Productivity standards
- Create scalable training content and certification mechanisms
- Ensure workforce readiness aligned with operational and client expectations
5. HR Operations, Compliance & Process Governance
- Lead HR operations for a geographically distributed workforce across multiple sites and operational hubs
- Ensure adherence to statutory compliance requirements, documentation standards, audits, and labor regulations
- Strengthen workforce governance through SOP creation, process optimization, and automation initiatives
- Partner with internal teams to streamline attendance management, payroll coordination, onboarding documentation, and workforce audits
- Drive HR operational excellence through data-driven process improvements
6. Business Partnership & Leadership Collaboration
- Work closely with business and operations leadership to solve workforce-related business challenges
- Act as a strategic advisor on manpower scalability, workforce productivity, and retention risks
- Drive cross-functional collaboration between HR, operations, compliance, and training teams
- Present workforce insights, trends, and action plans to senior leadership through structured reviews and dashboards
- Build a culture of accountability, agility, and execution excellence across the workforce ecosystem
Candidate Profile
8–15 years of progressive HR experience with significant exposure to blue-collar workforce management- Proven experience in large-scale hiring for drivers, fleet workforce, field operations, logistics, mobility, staffing, or transportation sectors
- Strong expertise in workforce planning, high-volume recruitment operations, and retention management
- Demonstrated experience in building HR processes from the ground up in fast-scaling environments
- Strong understanding of operational HR, labor compliance, and workforce analytics
- Experience managing geographically distributed workforce operations
- Strong stakeholder management, problem-solving, and execution capabilities
- Comfortable operating in high-pressure, high-growth business environments
Preferred Background
- Experience in logistics, transport, mobility, staffing, e-commerce, or allied operational industries
- Ex-Defense professionals (SSC Officers) with strong HR/operations exposure will be ideal
- Exposure to workforce digitization, HR automation, and process transformation initiatives is an added advantage
What Success Looks Like
Significant improvement in hiring velocity and workforce availability- Reduction in frontline attrition and stabilization of workforce operations
- Creation of scalable hiring and onboarding engines across locations
- Improved workforce productivity, engagement, and operational discipline
- Strong HR-business alignment supporting aggressive business growth
- Establishment of robust workforce governance and operational excellence frameworks
Why Join Us
- Opportunity to lead workforce transformation at scale
- High ownership and direct visibility with senior leadership
- Chance to build systems, processes, and people practices from the ground up
- Fast-paced environment with significant strategic impact on business growth
