Strategic People Operations Intern

Onelogica; Dadri; On-site; INR 1,200,000 - 2,000,000; Full time

Benefits offered by this job

PPO based on performance

Job summary

Onelogica is seeking a proactive People Ops enthusiast to join the Founder's Office. You will own core HR processes from onboarding to performance frameworks, while designing modern, human-centric Talent Acquisition programs and engagement initiatives.

This fast-paced role offers direct mentorship from startup founders, a defined path to a Full-Time Strategic People Ops lead, and real ownership shaping culture from day one.

Qualifications

• Education / Background: Pursuing or recently completed a degree in HR, Business Management, Organizational Psychology, or a related field.
• Process + Empathy: A strong grasp of structured workflows balanced with high emotional intelligence (EQ) and active listening.
• First-Principles Thinking: Curiosity to question the status quo and propose human-centric improvements.
• Adaptability & Ownership: High energy and a proactive attitude in a fast-paced environment.
• Communication: Exceptional verbal and written communication, representing leadership internally and externally.

Responsibilities

• Core People Operations & Process Management: streamline end-to-end employee lifecycles from onboarding to performance frameworks.
• Build and maintain efficient, data-driven HR operational processes.
• Act as a bridge between Founder's Office and the broader team to ensure seamless workflows.
• Strategic Talent Acquisition & Candidate Experience: identify talent needs and design modern candidate journeys; source and engage high-caliber candidates.
• Culture, Engagement & Human Connection: design high-impact engagement initiatives and feedback loops; foster psychological safety.
• Founder's Office Special Projects: own 0→1 HR projects and benchmark best practices for a future-ready workplace.

Skills

Structured workflows

Emotional intelligence

Communication skills

Adaptability

Ownership

Education

Pursuing or recently completed degree in HR / Business Management / Organizational Psychology

Job description

Education / Background: Pursuing or recently completed a degree in HR, Business Management, Organizational Psychology, or a related field.

Process + Empathy: A strong grasp of structured workflows balanced with high emotional intelligence (EQ) and active listening.

First-Principles Thinking: Curiosity to question "the way things have always been done" and propose smarter, human-centric ways to work.

Adaptability & Ownership: High energy, comfort with ambiguity, and a "get-things-done" attitude in a fast-paced environment.

Communication: Exceptional verbal and written communication skills—you’ll be representing the leadership team internally and externally.

What You Get Out of It

Direct Leadership Mentorship: Daily visibility and active collaboration with startup founders.

Fast-Track Career Growth: A clear, defined pathway to convert into a Full-Time Strategic People Ops / HR Lead role based on your impact.

Real Ownership: Zero busywork. You will own initiatives that directly shape company culture and growth from Day 1.

PPO : PPO based on performance.

Responsibilities & Duties

1. Core People Operations & Process Management

Work directly with leadership to streamline end-to-end employee lifecycles—from onboarding and integration to performance frameworks.

Build and maintain efficient, data-driven HR operational processes without losing the human touch.

Act as an operational bridge between the Founder’s Office and the broader team to ensure seamless workplace workflows.

2. Strategic Talent Acquisition & Candidate Experience

Partner with founders to identify talent needs and design modern, engaging candidate journeys.

Source, screen, and engage high-caliber candidates for critical technical and operational roles.

Rethink traditional recruiting—focusing on mindset, alignment, and human potential rather than just resume keywords.

3. Culture, Engagement & Human Connection

Design and execute high-impact employee engagement initiatives, feedback loops, and learning touchpoints.

Help cultivate a culture of high performance, continuous learning, and psychological safety.

Serve as a trusted point of contact for team feedback, bringing empathetic problem-solving to daily challenge areas.

4. Founder's Office Special Projects

Take ownership of 0 --> 1 HR projects (e.g., building internal competency models, evaluating AI-driven HR tools, or structuring wellness programs).

Benchmark industry best practices to help design an modern, future-ready workplace.