Your space-enabled career begins here

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 regimes, allowing end users to have 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, galvanizing workspace, blazing team—pretty much everything you have heard about a startup.

Ideal Candidate:

We are hiring an HR Business Partner to partner engineering, GTM, and corporate leaders across Digantara. You will report to the Head of People and own the partnering relationship for a defined set of business leaders - their org design, performance, talent reviews, comp decisions, succession, and critical employee relations matters.

This is a strategic HRBP role, not an HR generalist role. You will spend most of your time in business reviews, 1:1s with leaders, talent calibration sessions, and executive coaching moments.

What You'll Own:

• Business partnering: Be the trusted HR counterpart to senior leaders. Join their leadership meetings. Coach them on team decisions, difficult conversations, and people strategy.

• Performance management: Run half-yearly and annual performance cycles. Facilitate calibration sessions. Coach managers on delivering feedback, performance plans, and hard calls.

• Talent reviews & succession: Run 9-box or equivalent talent reviews. Identify high-potentials, flight risks, and succession gaps. Build development plans with leaders for top 10%.

• Compensation partnering: Partner with the Head of People on annual comp cycles, promotions, off-cycle adjustments, and ESOP grants. Build business cases for exceptional awards. Ensure internal equity.

• Org design & workforce planning: Partner with leaders on org structure changes spans, layers, team splits, reorg decisions. Build 12-18 month workforce plans tied to product and launch roadmaps.

• Employee relations: Own complex ER cases conflict, grievances, investigations, POSH matters. Be the confidential sounding board for leaders on hard people decisions.

• Manager capability: Coach first-time managers (Digantara has many). Build lightweight manager toolkits for 1:1s, feedback, performance, and hiring.

• Engagement & retention: Own engagement data for your business units. Translate survey signals into leader actions. Track and reduce regrettable attrition.

• Policy & compliance: Partner on POSH compliance, labour law compliance, and policy evolution as we scale. Support cross-geo policy alignment as US and Europe operations grow.

What We're Looking For:

Must-haves

• 8-10 years in HR, with at least 4 years as a true HRBP at a product, engineering, or R&D-heavy company.

• Track record partnering with senior leaders.

• Fluency across the core four: performance management, compensation, org design, and employee relations.

• Comfort with difficult conversations with employees, with leaders, and with your own manager when you disagree.

• Data fluency: You use engagement, attrition, and performance data to make cases, not just to report.

• POSH IC experience and working knowledge of Indian labour law (Shops & Establishments, Payment of Wages, PF/ESI, leave policies).

Strong pluses

• Experience at a deep-tech, hardware, aerospace, robotics, or semiconductor company where engineering cycles are long, and talent is scarce.

• Experience through a funding round transition — Series A to B, or B to C — where the People function had to mature quickly.

• Comfort with ambiguity and building playbooks from scratch, not inheriting Fortune-500 processes.

Job Location - Hebbal, Bangalore