Director - People & Culture at Digantara

Bengaluru, karnataka, India -

Full Time

Start Date

Immediate

Expiry Date

24 May, 26

Salary

0.0

Posted On

23 Feb, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

People Strategy, Talent Management, Retention Strategies, Organization Development, Culture Shaping, Talent Acquisition Strategy, Performance Management, Learning And Growth, HR Governance, Compliance, Strategic Planning, Technical Talent Building, Compensation Philosophy, Org Structure Design, Data-Driven Decision Making, Leadership Development

Industry

Defense and Space Manufacturing

Description

Digantara is a leading Space Surveillance and Intelligence company focused on ensuring orbital safety and sustainability. With expertise in space-based detection, tracking, identification, and monitoring, Digantara provides comprehensive domain awareness across all regimes, enabling end-users to gain actionable intelligence on a single platform. At the core of its infrastructure lies a sophisticated integration of hardware and software capabilities aligned with the key principles of situational awareness: perception(data collection), comprehension(data processing), and prediction (analytics). This holistic approach empowers Digantara to monitor all Resident Space Objects(RSOs) in orbit, fostering comprehensive domain awareness. Why Us? Be part of a collaborative and innovative environment where your ideas and skills make a real difference to the entire space realm. Push the boundaries with hands-on experience, greater responsibilities, and rapid career advancement. Competitive incentives, galvanising workspace, blazing team—pretty much everything you have heard about a startup. Ideal Candidate: You are a strategic People leader who thinks like a business operator. You have partnered closely with founders and senior leadership in high-growth, technically complex environments and understand how to translate business ambition into a clear, executable people roadmap. You bring depth in building systems for specialised talent, particularly engineering, R&D, or deep-tech teams, and know how to attract, engage, and retain high-calibre technical professionals. You are comfortable designing org structures, performance frameworks, and compensation philosophies that balance research rigour with execution speed. You combine strategic thinking with hands-on execution. You can design long-term workforce plans while also rolling up your sleeves to solve immediate scaling challenges. You are data-driven, structured, and decisive, but equally attuned to culture, leadership dynamics, and organisational health. Responsibilities: 1. People Strategy & Founder Partnership Act as a trusted advisor to founders and leadership, deeply understanding business goals, product roadmap, and long-term vision. Design and execute a people strategy aligned with scale, speed, and technical excellence. Anticipate organisation-level challenges during rapid growth and proactively address them. 2. Talent Management & Retention Build frameworks for hiring, onboarding, performance management, and career progression for specialised engineers, R&D, and deep tech workforce Drive retention strategies for niche talent (space tech, deep-tech, advanced engineering). Design compensation philosophy, ESOP communication, and long-term incentives in partnership with leadership. 3. Organisation Development & Culture Shape and institutionalise Digantara’s culture, values, and ways of working as the company scales. Build org structures that balance research depth, execution speed, and cross-functional collaboration. Lead initiatives around leadership development, succession planning, and manager capability building. 4. Talent Acquisition (Strategic Oversight) Own hiring strategy for niche technical roles in collaboration with tech leaders. Build strong employer branding in the space-tech / deep-tech ecosystem. Enable scalable recruitment processes while maintaining a high bar for quality. 5. Performance, Learning & Growth Implement performance management systems that are fair, data-driven, and growth-oriented. Identify skill gaps and drive learning interventions for both technical and non-technical teams. Support first-time managers and technical leaders in people leadership. 6. HR Governance & Compliance Ensure HR operations, policies, and compliance are robust and future-ready. Balance flexibility needed in a startup with discipline required for scale. Oversee payroll, policies, audits, and employee lifecycle processes (with team support). Qualifications: 10–14+ years of progressive HR experience, with at least 5–7 years in a leadership role. Past experience in working in growth stage, tech-first ventures and working closely with founders to navigate and build people strategy Experience scaling organizations from ~100 to 300+ employees is highly desirable. Job Location: Hebbal, Bengaluru

Responsibilities

The Director will act as a trusted advisor to founders, designing and executing a people strategy aligned with business goals, while also building frameworks for hiring, performance management, and retention specifically for specialized engineering and deep-tech talent. Key duties include shaping organizational culture, overseeing strategic talent acquisition, implementing growth-oriented performance systems, and ensuring robust HR governance.