***Who We Are***

If you've ever bought something online, there's a good chance we've already met—we are Narvar.

Narvar pioneered how brands engage with consumers beyond the "buy" button through order tracking, delivery notifications, returns and exchanges. Today, Narvar's comprehensive post-purchase platform empowers 1200+ of the world's most-admired brands—including Sephora, Levi's, and L'Oréal—to build trust, retain revenue, and grow customer lifetime value.

***What We Do***

Narvar's end-to-end post-purchase platform focuses on driving customer loyalty and increasing lifetime value through the provisions of a seamless post-purchase experience. Recognized by Fast Company as one of its "most innovative companies", Narvar serves 80% of US adults annually across 2 billion outbound shipments and 80 million returns. Worldwide, we touch over 125 million consumers each year across 8 billion interactions in 38 countries and in 55 languages.

***What We Stand For***

As pioneers of the post-purchase movement, we believe in fearlessly navigating the unknown.  We are professionals who thrive on adventure and nurture a collective mindset of constant innovation. Ours is a home for full hearts and creative minds—not big egos—because we know that kind of home leads to the biggest innovations in customer experience.

narvar

<h4>Narvar is Growing!</h4>
Narvar is growing! We are hiring a Senior Manager, HR Business Partner for a dual-mandate role: global HR business partner to our Research &amp; Development organization, and HR lead for our India workforce — the site that anchors a significant share of our global R&amp;D headcount.
You'll pair strategic HRBP judgment with hands-on ownership of local HR operations in a fast-scaling tech environment — partnering with engineering and R&amp;D leaders across multiple countries on talent strategy, org design, and performance, while owning end-to-end HR operations, compliance, culture, and employee experience for India. Based in Bengaluru, you'll support R&amp;D sites across multiple countries.
<ul>
<li>Serve as the primary HR partner to R&amp;D and engineering leadership (VP Engineering, Directors, Senior Managers) across multiple geographies, translating business and product roadmaps into people and org plans.</li>
<li>Lead org design and workforce planning for R&amp;D — team topology, span of control, leveling, and location strategy across engineering hubs.</li>
<li>Drive the talent lifecycle for technical teams: performance calibration, promotion cycles (including technical career ladders), succession planning, and leadership development for engineering managers.</li>
<li>Partner with Talent Acquisition on hiring plans, technical interview quality, and offer strategy for scarce engineering skill sets.</li>
<li>Use people data and analytics (attrition, engagement, span/layer, DEI representation) to bring insight-led recommendations to R&amp;D leadership, not just administrative support.</li>
<li>Coach engineering managers on people-leadership fundamentals — feedback, difficult conversations, team health, and manager transitions.</li>
<li>Lead or co-lead compensation planning for R&amp;D roles, including annual comp reviews, equity refresh cycles, and market benchmarking for competitive technical talent.</li>
<li>Manage complex employee relations matters within R&amp;D, partnering with Legal and employee relations to ensure consistent, fair, and locally compliant resolution.</li>
<li>Act as a change agent for organizational transformation initiatives (reorgs, restructuring) affecting R&amp;D teams globally.</li>
<li>Represent the voice of R&amp;D employees in shaping global HR programs (engagement surveys, career frameworks, recognition, total rewards) and localize them where needed.</li>
<li>Own the full India HR charter: policy, statutory compliance, employee lifecycle operations, and culture-building for the India population.</li>
<li>Ensure compliance with Indian labour law and statutory requirements (Shops &amp; Establishments Act, POSH Act, Provident Fund, ESI, Gratuity, Professional Tax, and state-specific regulations), partnering with payroll, legal, and external consultants as needed.</li>
<li>Act as the India site HR leader — single point of accountability for people matters with the India leadership team, facilities, and admin functions.</li>
<li>Lead India-specific talent programs, including India-market compensation benchmarking to stay competitive against local tech and GCC employers.</li>
<li>Own the India onboarding and offboarding experience, background verification, and HR compliance audits.</li>
<li>Design and run India employee engagement, wellbeing, and culture initiatives, adapting global programs to local context (festivals, benefits norms, employee expectations).</li>
<li>Serve as an escalation point for India employee relations and workplace investigations, including POSH Internal Committee responsibilities.</li>
<li>Manage relationships with India statutory bodies, auditors, and outsourced payroll/compliance vendors.</li>
<li>Provide India-market intelligence (attrition trends, competitor moves, talent availability) to global HR and R&amp;D leadership to inform location and hiring strategy.</li>
</ul>
<h2>What We’re Looking For </h2>
<ul>
<li>10–14 years of progressive HR experience:&nbsp;including at least 5–7 years as a lead HRBP supporting technology, engineering, or R&amp;D organizations.</li>
<li>End-to-end India HR ownership:&nbsp;demonstrated experience owning India HR compliance and operations (not just business-partnering) — ideally in a multinational tech or GCC setting.</li>
<li>Indian labour law expertise:&nbsp;strong working knowledge of statutory compliance and POSH requirements.</li>
<li>Multi-country experience:&nbsp;supporting distributed teams across time zones with global stakeholders.</li>
<li>Executive influence:&nbsp;a track record of influencing senior technical leaders (VP/Director level) with data-driven recommendations.</li>
<li>Org design and workforce planning:&nbsp;including technical career frameworks and leveling.</li>
<li>Employee relations judgment:&nbsp;excellent judgment on investigations, with a bias for fair, timely resolution.</li>
<li>Education: bachelor's degree required; MBA or PG in HR or equivalent preferred.</li>
</ul>
<h2>Bonus points</h2>
<ul>
<li>Prior experience in a high-growth SaaS, product, or platform technology company.</li>
<li>Familiarity with people analytics tools (ADP, Lattice, Pave, or equivalent).</li>
</ul>
<h2>Why Narvar?</h2>
We're on a mission to simplify the everyday lives of consumers. Post-purchase is a critical phase of the customer journey. That's why we created Narvar - a platform focused on driving customer loyalty through seamless post-purchase experiences that allow retailers to retain, engage, and delight customers. If you've ever bought something online, there's a good chance you've used our platform!
From the hottest new direct-to-consumer companies to retail’s most renowned brands, Narvar works with GameStop, Neiman Marcus, Sonos, Nike, and 1300+ other brands. With hubs in San Francisco, Atlanta, London, and Bangalore, we've served over 125 million consumers worldwide across 10+ billion interactions, 38 countries, and 55 languages.
Pioneering the post-purchase movement means navigating into the unknown. Our team thrives on this sense of adventure while nurturing a mindset of innovation. We're a home for big hearts and we leave our egos at the door. We work hard but we always make time to celebrate professional wins, baby showers, birthday parties, and everything in between.
We are an equal-opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. <div class="content-conclusion">Please read our <a href="https://corp.narvar.com/privacy-policy" target="_blank">Privacy Policy</a>&nbsp;to learn what personal information we collect in connection with your job application, and how we may use and share it.&nbsp;</div>

Sr. Manager, People Operations

We’re introducing Rust where correctness, performance, and reliability truly matter.
Narvar is Growing! Narvar is a multi-language platform, and we’re intentional about where we apply Rust. We’re looking for senior engineers to help us&nbsp;bring Rust into the backbone of the system — the parts that must be fast, safe, and correct under real-world scale.
This role is for engineers who want agency: people who enjoy identifying the right problems, choosing the right tools, and owning systems end-to-end. You won’t be handed a narrow ticket queue. You’ll help decide what gets built and how it should be built.
<h2>Day-to-day</h2>
<ul>
<li style="font-size: 10pt;">Design and build high-correctness Rust services that sit on critical platform paths</li>
<li style="font-size: 10pt;">Introduce Rust into areas where safety, determinism, and performance are essential</li>
<li style="font-size: 10pt;">Own systems from architecture → implementation → rollout → operations</li>
<li style="font-size: 10pt;">Make real decisions around concurrency, async boundaries, data integrity, and failure modes</li>
<li style="font-size: 10pt;">Work across service boundaries in a polyglot environment (Rust alongside other stacks)</li>
<li style="font-size: 10pt;">Collaborate with product, design, and frontend engineers to build systems that are technically sound and product-aware</li>
<li style="font-size: 10pt;">Improve reliability, observability, and system behavior through design, not just patching</li>
<li style="font-size: 10pt;">Mentor other engineers and raise the bar on system quality and ownership</li>
</ul>
<h2>What We’re Looking For</h2>
We care more about judgment and ownership than credentials.
You’re likely a strong fit if you:
<ul>
<li style="font-size: 10pt;">Have built and operated distributed systems in production</li>
<li style="font-size: 10pt;">Have deep hands-on Rust experience (not just experiments or side projects)</li>
<li style="font-size: 10pt;">Understand where Rust shines — and where it doesn’t</li>
<li style="font-size: 10pt;">Are comfortable reasoning about concurrency, async systems, and correctness guarantees</li>
<li style="font-size: 10pt;">Have experience designing APIs and data contracts that evolve safely over time</li>
<li style="font-size: 10pt;">Have worked with relational and/or NoSQL databases at scale</li>
<li style="font-size: 10pt;">Have deployed and operated services in AWS or GCP (We are a GCP Shop though!)</li>
<li style="font-size: 10pt;">Take initiative naturally and are comfortable operating with ambiguity</li>
<li style="font-size: 10pt;">Communicate clearly and make tradeoffs explicit</li>
</ul>
<h2>Bonus Points</h2>
These aren’t hard requirements, but strong indicators:
<ul>
<li style="font-size: 10pt;">You’ve worked in startup or high-ownership environments</li>
<li style="font-size: 10pt;">You’ve owned systems in production, including on-call responsibility</li>
<li style="font-size: 10pt;">You’re comfortable moving across the stack when needed (backend-first, full-stack aware)</li>
<li style="font-size: 10pt;">You’ve influenced architecture by earning trust, not by mandate</li>
<li style="font-size: 10pt;">You use modern tooling (including AI-assisted workflows) to increase leverage, not outsource thinking</li>
</ul>
(Note: we care about outcome and judgment, not how flashy your tools are.)
<h2>Why Rust at Narvar?</h2>
Because some parts of the system deserve stronger guarantees.
We use Rust where:
<ul>
<li style="font-size: 10pt;">Bugs are expensive</li>
<li style="font-size: 10pt;">Latency and throughput matter</li>
<li style="font-size: 10pt;">Safety and correctness are non-negotiable</li>
</ul>
You’ll help define where Rust belongs, not just write Rust in isolation.
<h2>Why Narvar (From an Engineer’s Perspective)?</h2>
<ul>
<li style="font-size: 10pt;">Real scale, real customers, real impacts</li>
<li style="font-size: 10pt;">Startup-level ownership with platform-level impact</li>
<li style="font-size: 10pt;">Teams that value thinking, judgment, and responsibility</li>
</ul>
Low ego, high trust, and room to do your best work
<h4>Why Narvar?</h4>
We're on a mission to simplify the everyday lives of consumers. Post-purchase is a critical phase of the customer journey. That's why we created Narvar - a platform focused on driving customer loyalty through seamless post-purchase experiences that allow retailers to retain, engage, and delight customers. If you've ever bought something online, there's a good chance you've used our platform!
From the hottest new direct-to-consumer companies to retail’s most renowned brands, Narvar works with GameStop, Neiman Marcus, Sonos, Nike, and 1300+ + other brands. With hubs in San Francisco, Atlanta, London, and Bangalore, we've served over 125 million consumers worldwide across 10+ billion interactions, 38 countries, and 55 languages.
Pioneering the post-purchase movement means navigating into the unknown. Our team thrives on this sense of adventure while nurturing a mindset of innovation. We're a home for big hearts and we leave our egos at the door. We work hard but we always make time to celebrate professional wins, baby showers, birthday parties, and everything in between.
We are an equal-opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
#LI-Remote<div class="content-conclusion">Please read our <a href="https://corp.narvar.com/privacy-policy" target="_blank">Privacy Policy</a>&nbsp;to learn what personal information we collect in connection with your job application, and how we may use and share it.&nbsp;</div>

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