We’re building the next generation of capital-markets infrastructure, starting with a modern, digital-native transfer agent designed for today’s public companies.
Vinyl Equity is transforming one of the most legacy-heavy and operationally critical parts of the capital markets by delivering the first API-driven, real-time infrastructure for public companies. Our platform replaces slow, manual processes with secure, automated workflows that help issuers operate faster, more efficiently, and with greater confidence.
We’re backed by leading investors including Index Ventures, Spark Capital, Infinity Ventures, and others who have funded many of the world’s most impactful financial-technology companies. Our team draws from deep experience at NYSE, Equiniti, Computershare, and AngelList, giving us a unique understanding of the industry’s pain points — and how to solve them.
We have a massive market, a well-defined customer, and strong momentum. With demand accelerating and new product lines on the horizon, there’s never been a better time to join.
This is a company where everyone owns a disproportionate share of the outcome — and where the people function is central to how we grow, hire, and operate. We are hiring our first dedicated People & Culture leader to build that function from the ground up.
People & Culture at a startup is not a support function — it is a strategic one. You will be the person who decides how we hire, how we onboard, how we comply, how we pay, and how we show up as an employer in a competitive market. You will own the full spectrum of what most large companies distribute across five or six specialized teams.
This is a Director-level individual contributor role. You will report directly to the Founders and operate with high autonomy and high accountability. You will be our HR Director, our full-cycle recruiter, our compliance owner, our office manager, and our administrative backbone — not because we could not hire five people, but because a great operator at this level can do all of it, and doing all of it from one seat means no gaps, no handoffs, and no excuses.
The scope is intentionally broad. You will handle everything from drafting employment contracts and managing statutory filings to sourcing candidates and running POSH training. You will liaise with government authorities, coordinate payroll compliance, and sit across the table from candidates making career decisions. If you need a narrow brief to do your best work, this is not the right role. If you thrive when you own the whole picture, it might be the most interesting seat in the building.
HR Advisory
- Draft, review, and own all employment contracts, offer letters, consulting agreements, and NDAs — employee, vendor, and consultant
- Build and maintain the Employee Handbook and the full suite of HR policies, keeping them current with applicable law and company evolution
- Design and administer compensation structures and employee benefits programmes, including benchmarking and periodic review
- Ensure compliance with all applicable central and state employment laws; serve as the internal authority on employment-law questions from founders and managers
- Own the complete pre- and post-onboarding experience — from offer acceptance to Day 90 — including documentation, induction, and early culture integration
- Handle employee grievances, performance conversations, disciplinary proceedings, and separation or termination processes with discretion and legal soundness
- Prepare all HR letters — offer, appointment, confirmation, promotion, warning, experience, and relieving
- Administer leave management, attendance tracking, and absence records; maintain accurate, audit-ready employee records and documentation
- Manage HR query resolution for employees and managers with defined turnaround standards
HR Audit & Compliance
- Conduct periodic compliance health checks across HR operations — payroll accuracy, document completeness, and policy adherence
- Ensure full compliance with applicable central and state labour laws, including timely filing of statutory remittances and returns
- Maintain all mandatory registers and records required under relevant labour legislations
- Coordinate and provide assistance during labour inspections, hearings, and government notices or summons; liaise directly with labour departments and statutory authorities
- Ensure statutory display of all required Abstracts and Notices under applicable labour laws; maintain notice board compliance records
POSH Compliance
- Draft, implement, and periodically review the company POSH Policy
- Onboard and manage the External Member of the Internal Committee (IC)
- Conduct mandatory annual POSH training for IC Members and all employees
- Provide oversight and support in any complaint redressal process; prepare and submit the Annual POSH Report
Labour Law Registrations & Payroll Compliance
- Obtain and maintain all required registrations — Shops & Establishment, PF, ESIC, Gratuity, POSH, Employment Exchange, PT, and LWF
- Own end-to-end statutory payroll compliance for PF, ESIC, PT, and LWF — including deductions, remittances, filings, and employee support
- Coordinate with payroll vendors and the finance team to ensure accurate, timely disbursement and statutory compliance every cycle
- Track registration renewal deadlines; ensure no lapse in any statutory registration
Background Verification
- Own the full BGV process — reference checks, global database checks, and verification of address, education, identity, and CIBIL
- Manage BGV vendor relationships and turnaround times; document and maintain all outcomes for audit purposes
Talent Acquisition
- Own end-to-end recruiting across all functions — from writing job descriptions and sourcing to offer management and close
- Source candidates proactively through LinkedIn, job portals, referrals, networks, and campus pipelines
- Drive structured interview processes — scheduling, coordination, feedback collection, and debrief facilitation
- Lead compensation benchmarking, offer negotiation, and a consistent candidate experience that reflects the company's culture
- Build and maintain a talent pipeline for anticipated roles; track hiring metrics including time-to-fill, offer-to-join ratio, and source effectiveness
- Own employer branding — articulate why this company is a great place to work and make that story real across every touchpoint
Office Management & Administration
- Manage day-to-day office operations — facilities, vendors, supplies, housekeeping, and utilities
- Plan and execute team events, offsites, and culture-building initiatives
- Own travel and accommodation logistics for employees and leadership
- Manage the office budget and track operational expenditure with discipline
- Maintain asset registers and coordinate IT equipment allocation with vendors
- Provide executive administrative support to Founders as needed — including correspondence, scheduling, and filings
