What do we do:

ShopDeck helps e-commerce merchants set up and manage their D2C storefront “profitably”.

Proposition for merchants:

D2C selling made as easy as selling on marketplaces like AZ, FK, Meesho, Myntra, etc.

Our proposition:

We have a software + services proposition for the merchant with the goal of optimizing for the merchant's profitability.Our product is an all-in-one software stack that gives merchants everything they need to sell D2C, i.e. Storefront, Shipping, Marketing integrations, Communication. Our services layer works on top of this software stack to achieve profitability for merchants. Here, we combine 4-key roles in classic e-commerce setup, all relevant for any D2C brand as well:

1. Marketing manager (“top of the funnel”)

2. Category manager (“products/merchandising”)

3. Product manager (“website/app metrics”)

4. Ops manager (“shipping metrics”)

Founders:

1. Rishabh Verma

2. Harmin Shah

Investors:

Elevation Capital, General Catalyst (fka Venture Highway), Bessemer Venture Partners and Chiratae Ventures

Sr Manager - HR Strategy: Role Overview

The Sr Manager HR Strategy will be the driving force behind all HR functions right from HR Strategy, Employee Engagement, Culture Building, HR Policies and Operations by ensuring our people thrive in a high-performance, growth-driven culture.

You will own the design, rollout & governance of the core people systems that make that real; Performance, growth paths, rewards, culture, and AI-led HR Ops automation & will also act as a hands-on HRBP to drive adoption on the ground.

What you will own (end-to-end)

1) Performance & Growth (HR CoE)

● Build and run a high-accountability Performance Management System (scorecards, cycles, calibration, rating philosophy, manager enablement).

● Create career growth paths for every function (IC + Manager tracks), with clear level definitions, competency expectations, and promotion criteria.

● Drive performance fairness: consistent standards across teams, bias checks, calibration rigor, and decision documentation.

● Design a Reward & Recognition framework that is values-linked and performance-linked (spot awards, quarterly/annual awards, peer recognition, manager toolkit).

● Partner with leadership to align rewards with outcomes, behaviors, and business priorities simple, transparent, scalable.

2) Culture & Values (Making values a way of life)

● Translate values into observable behaviors + competency frameworks for each function.

● Build culture rituals and operating cadence: onboarding culture, manager rituals, recognition rituals, engagement programs.

● Own the Employee Handbook and culture playbooks; ensure adoption, not just documentation.

3) AI-led HR Ops (Automation + Scale)

● Re-architect HR Ops to be process-first, automation-first.

● Deliver ~50% automation of the HR Ops charter (tickets, letters, workflow approvals, HRIS hygiene, FAQs, policy queries, onboarding/offboarding checklists, recurring reports).

● Set up dashboards, SOPs, SLA governance, and continuous improvement loops.

4) HRBP Execution (Adoption & Change Management)

● Act as a hands-on HRBP for key pods: ensure frameworks are implemented, understood, and used.

● Coach managers, run enablement sessions, and drive adoption through comms + training + reviews.

● Be a trusted advisor to leadership on org design, performance decisions, people risks, and culture moments.

Qualifications

● 1+ years of HR experience in a fast-paced, high-growth startup

environment/consulting. (Mandatory)

● Tier 1 pedigree: XLRI, TISS, MDI, SCMHRD (Preferred)

● Hunger for learning & growth (Mandatory)

● Strong analytical and problem-solving skills, with a data-driven approach to HR decision-making.

● Excellent interpersonal skills; Can influence, engage, and build trust across teams.

What We Offer

● High-ownership mandate: You’ll own the most critical people levers performance, growth, rewards, culture, and HR ops automation with real decision-making authority. Freedom to build, iterate, and ship without excessive bureaucracy backed by leadership support for change.

● Direct partnership with leadership: Work closely with founders and functional heads to shape org design, talent strategy, and execution rhythms.

● Build-from-zero, scale-to-100: A chance to create systems that actually run the company scorecards, career paths, calibration, R&R, manager toolkits then scale them across teams.

● AI-first operating environment: Strong push to automate and simplify room to redesign HR Ops, implement workflows, and drive ~50% automation outcomes.
● Visible, measurable impact: Your work will directly move org-level metrics like eNPS, productivity, retention, internal mobility, and performance fairness.

● High-performance culture: Join a team that values speed, ownership, and craft where “values” are expected to show up in daily behaviors, not posters.

● Competitive compensation: Market-aligned pay with performance upside tied to impactful outcomes.

Sr. Manager – HR Strategy & Analytics