1.

What is the process you will follow to provide proper designation to the
existing team and create a framework for new hires? How will you decide
the depth of the hierarchy?

A : I would create bands & levels for the entire organization. There would be 8 levels that will be created
starting from an associate (L1) to CXO (L8). I would go about doing a thorough market research, define
job roles, establish criteria for skills & work ex etc.
[This sort of leveling sustains a headcount upto 3000 employees (in future if the org expands the current
levels would be able accommodate the new headcounts)]

2. What will your strategy be to hire more than 60 members in one year? You
will do it in-house or outsource?

A : Will do a mix of both, few roles can be outsourced and a few can be hired in house. I would also
leverage employee referrals & internal job movements also to attract and retain potential talent.

3. Since the company is early stage, what will you do the attract talent?

A : Would do employer branding on social media/company website etc to create a strong employer brand.
I will ensure good employee benefits, competitive pay, flexibility, clear career progression path, enough
L&D opportunities and an excellent inclusive work culture is created. I would network & engage with top
universities, coding bootcamps / communities & would clearly define the EVP.

4. The tools and the basic list of policies that you will put in place? How you
will go about drafting these policies, advocating and implementing them?

A : Would implement a HRIS toll, I have good knowledge & experience on drafting policies. I would
assess the current needs,do a thorough market research and benchmark, I would engage with the
stakeholders and get their POV, collaborate with the company's legal team for more insights. Once the
policy is implemented will conduct training sessions to the employees so that they can familiarize
themselves with the changes & clearly communicate the consequences of policy violations.

[I have implemented 16+ policies in my previous organization]

5. The values of the company are not formalized. What will be your approach
to identifying, documenting and democratizing the values?

A : I would understand the broader company goals, vision & mission of the org from the founders and the
founding team and in sync with their thought process would identify and document the values. This
alignment would reinforce the connection between individual actions, team efforts and the overall success
of the organization. I would articulate the principles that drive decision-making and behavior within the
organization. Once the values are created training sessions will be imparted to all the employees and the
values would be linked with all HR initiates (like onboardings, PMS, total rewards etc)
6. What are the steps you will take to define, nurture and propagate the
culture of the company? How will you go about defining the culture?

A : Would ensure there is alignment amongst the leadership team on the vision & the values that shape
the company culture as they set an example for the rest of the organization. I would define desired
behaviors, clearly outlining the actions & attitudes that reflect each value, making them tangible and
actionable for employees. Would create culture handbooks, will have cultural fitments interview rounds in
the hiring process. Would integrate the cultural elements in all HR initiatives.

7. According to you what should be the KRAs and KPIs of an HRBP for this
type of organization and how it should be measured?

A : Onboarding, policy implementation, employee engagement and retention, performance management,

8. What measures you will take to ensure proper onboarding of a new joiner
and how will you measure its success?

A : Develop a comprehensive onboarding plan, deliver training sessions & establish clear expectations,
assign a buddy/mentor, foster an open communication & collect feedback. I would also chalk out a
30-60-90 day plan for the new hires.

9. How will you ensure parity in salaries between the existing and new
employees without increasing the cost?

A : When the new levels / bands would be created , compensation benchmarking would be done as a part
of the project. Each level will have salary ranges (min, mid , max). This would help us maintain internal
parity within the organization and it would be at par with the other fintech players in the same industry.

10. What will you do to ensure that the compensation structure is

A : Would go about doing proper market research, job evaluation & benchmarking with the competitors in
the same industry, would have ESOP’s & variable pay as a part of the salary structure. There would be
regular compensation reviews & annual performance-based increments.

11. Put a paragraph about the company that you will share with a tier-1
Engineering college from where you want to hire talent.

A : A draft version of the paragraph is shared below :

At R360 , we are driven by a passion for pushing boundaries, fostering creativity & solving complex
challenges. As a rapidly growing organization, we pride ourselves on our vibrant & collaborative work
culture that empowers every team member to contribute meaningfully to our shared success. Our
cutting-edge projects and commitment to excellence make us an exciting place for aspiring engineers like
you who wants to make a significant impact in a fast-paced environment. We value talent that is not only
proficient in technical skills but also embraces a spirit of curiosity and continuous learning. Join us at [link
to career page] to be part of a dynamic team shaping the future of the fintech industry and embark on a
journey where your skills will be honed, your ideas valued and your career ambitions realized.

We look forward to engaging with the brilliant minds at IIIT Hyderabad and welcoming exceptional talents
to contribute to our innovative projects and collaborative culture at R360.

12. Please share the details that you would expect from the CEO/COO/CFO of
the board for you to achieve your goals.

A : As the Head of HR aligning HR strategies with the overall business goals is essential for fostering a
thriving organizational culture and supporting the company's growth. I would expect strategic vision,
growth plans, guidance on the desired company culture and values that the CEO envisions. Insights on
team dynamics, performance metrics, resource allocation, budgets for the current FY & hiring forecasts.
In general I would expect collaborative planning, updates & feedback on org/business strategy changes,
commitment to Talent Development and prioritizing HR initiatives.

13. List of reports that you will share with the board to highlight the
performance of the HR function. Please indicate their significance.

A : I would create a HR dashboard that would include the following:

● TA Metrics
● Employee engagement survey results
● Attrition analysis
● Training and development effectiveness:
● New hire onboarding feedback score
● Employee relations and feedback
● HR operational efficiency:
● Succession planning
● DEI Metrics