Talent & People Operations Partner

This role is designed for an individual who will evolve into a People Operations Lead, owning talent, people systems, and org design for the company.

Job Title

Partner – Talent & People Operations

Location

Bengaluru, India

About GalaxEye

GalaxEye is building next-generation earth observation solutions through advanced multi-sensor satellite and aerial platforms. We have built the world’s first SyncFused OptoSAR satellite that is designed to deliver all-weather, day-and-night imagery from space. Founded in 2021 by engineers from IIT Madras, the company’s flagship Mission Drishti sync-fuses optical and Synthetic Aperture Radar (SAR) data on a single satellite to unlock a new standard of geospatial intelligence for governments, defence, and enterprises globally.

From its base in Bengaluru, GalaxEye works at the intersection of remote sensing, AI, and advanced imaging to help customers solve high-stakes problems across use cases such as defence and security, disaster response, infrastructure monitoring, agriculture, and financial services. The team is backed by leading investors and is focused on building an enduring space company from India, with a culture that values deep engineering, ownership, and the ambition to make every square kilometre of Earth intuitively observable regardless of weather, time, or terrain.

Role Summary The role is responsible for designing and driving talent, org design, and people-ops strategy, using recruitment, onboarding, and Zoho People execution as tools to achieve business growth, scalability, and compliance, not as ends in themselves.

Strategic Outcomes

Build and execute a talent strategy that ensures the right skills are available ahead of business demand (workforce planning, hiring priorities, sourcing channels).

Shape and continuously refine the employer value proposition and recruitment brand to attract high-quality, mission-aligned talent.

Design a scalable onboarding and internship framework that reduces time-to-productivity and strengthens culture transmission.

Own org structure clarity (roles, reporting lines, spans & layers) to enable faster decision-making and accountability.

Use Zoho People and payroll data to generate people insights for founders/leadership (hiring velocity, quality of hire, cost of hire, early attrition, engagement signals).

Strategic Responsibilities (with execution as means)

Talent & Workforce Strategy

Partner with founders and functional heads to define annual and quarterly hiring plans aligned with business OKRs, then translate them into role definitions, JDs, and sourcing plans.

Identify critical roles, succession risks, and build proactive pipelines rather than purely reactive hiring.

Evaluate and decide on channel mix (inbound, outbound, referrals, campuses, agencies) using data on quality and cost of hire.

Employer Brand & Market Positioning

Define key messaging pillars (mission, culture, growth, impact) and ensure all job descriptions, career pages, and social content reinforce them.

Plan and run strategic branding initiatives: LinkedIn campaigns, founder thought-leadership, employee stories, and internship/campus presence.

Onboarding & Experience Design

Architect the end-to-end candidate and new-hire journey (from first touch to 90 days) with clear success metrics: offer acceptance rate, joining ratio, 90-day success rate.

Design standardized pre-onboarding and onboarding playbooks, then use execution (docs, checklists, sessions) as mechanisms to deliver that experience.

Org Design & People Systems

Maintain a living org structure that reflects strategy: who owns what, decision rights, and collaboration lines; propose changes as the company evolves.

Translate org design into Zoho People (structures, workflows, approvals) so systems reinforce how the organization is meant to operate.

Data, Insights & Governance

Define and track core people metrics: time-to-fill, cost-per-hire, quality-of-hire proxies, early attrition, engagement indicators, payroll accuracy, and compliance adherence.

Use Zoho People and payroll data to build monthly people dashboards for leadership, turning operational activity into strategic insights and decisions.

Requirements

Qualifications & Growth Path

Educational Qualifications

Bachelor’s degree in Human Resources, Business Administration, Psychology, Commerce, or a related field.

Preferable: MBA/PGDM in HR or related specialization.

Certifications in HR, HR analytics, or people operations will be an added advantage.

Professional Experience

3–5 years of experience in talent acquisition and HR operations, with clear ownership of end-to-end hiring for multiple roles/functions.

Hands-on experience with HRIS/ATS platforms (ideally Zoho People), including workflows, approvals, and basic reporting.

Exposure to onboarding, people processes, and collaboration with business leaders on hiring plans.

Skills & Personal Attributes

Solid communication and stakeholder management skills, with the ability to partner with founders and functional leaders.

High ownership, process-thinking, and comfort working in a fast-paced startup environment.

Data-driven mindset with the ability to work with HR metrics and tools (Zoho People, spreadsheets, dashboards).

Demonstrated leadership potential through driving initiatives, improving processes, or mentoring junior team members/interns.

Growth Path

This role is designed to scale into People Operations - Lead, based on performance.

Success in this role will be evaluated on strategic impact across talent quality, hiring velocity, onboarding effectiveness, data-driven people insights, and contribution to building scalable people processes.

Benefits

What this Role offers

Opportunity to design and build core people processes (recruitment, onboarding, engagement, org structure) in a scaling environment instead of just executing legacy processes.

High visibility and direct exposure to founders/leadership, influencing hiring plans, structures, and people decisions.

Regular feedback and mentoring from founders/HR leadership to accelerate readiness for a Lead role.

Collaborative, high-trust culture where this role is treated as a strategic partner, not just an administrative function.

Performance-based increments and promotion potential tied to clear people and business metrics.