Build The Team That Builds Y-Not.

The role at a glance

About us

Y-Not Design & Manufacturing is a US-based company specializing in global procurement and distribution of custom-made products, retail and white label items, and employee recognition gifts for the promotional products market in the US. As a certified minority and woman-owned HUBZone company, we take pride in offering unique, custom designed products that extend a customer’s brand, from last-minute events to long-term employee engagement programs. We have over 25 years of experience in manufacturing and sourcing, and our clients value the full transparency we offer, with the ability to track their products directly to the factory floor. Since our establishment in 2005, we have delivered exceptional service and quality to our clients across the United States. You can find us at y-not.com.

Role overview

Key responsibilities

Talent Acquisition (~70–80% of role)

Own full-cycle Talent Acquisition: workforce planning, structured hiring processes, managing job portals/vendors/sourcing channels, screening & interviewing, reducing time-to-hire, and strengthening employer branding. Demonstrated ability to hire across both high-volume/operational roles AND specialized, white-collar functions (e.g. Product, Engineering, Design, Sales, Finance, Leadership) — not one or the other. Candidates should be able to speak to specific specialized searches they personally owned, not just team-level volume metrics.

Internal HR Systems & Processes

Design HR policies and SOPs, develop dashboards and reporting, and improve HR workflows, automation, and technology systems. SOPs and policy documentation must be audit-ready: standardized templates, version control, and a defined review cadence — not informal notes or tribal knowledge.

Performance Management (company-wide)

Goal-setting frameworks, review cycles, manager support, and performance improvement plans.

Employee Relations & Culture

Manage grievances and conflict resolution, conduct disciplinary investigations, and advise managers on people issues. Culture enforcement: expected to move decisively — coaching first, but escalating to firm action on a clear timeline — when a high-performing employee’s behavior conflicts with company values. Tolerance for prolonged inaction on toxic-but-productive employees is a disqualifier. Own confidential, safe reporting channels (POSH-aligned) so employees who are hesitant to formally complain still have a trusted route to raise concerns — this is a distinct skill from standard grievance handling.

Payroll & Compliance (outsourced function oversight)

Brief and review outsourced payroll/compliance vendors, catch issues early, support audits and inspections, and maintain HR documentation. This is an oversight and quality-control function, not hands-on processing. Working knowledge of PF/ESI/PT/statutory requirements is expected for effective vendor coordination; direct portal execution experience is not required and is not a differentiator in evaluation.

HR Analytics & Reporting

Track hiring performance, attrition, and engagement metrics to inform leadership decisions.

You’ll be a good fit if

• You take full ownership of your work.
• You solve problems instead of escalating them.
• You build processes instead of managing chaos.
• You think like a business leader, not an administrator.
• You maintain the highest level of integrity and confidentiality.
• You want to work directly with leadership and have real impact building and scaling a talent acquisition function.
• You can point to specific work — searches you personally ran, systems you personally built, disciplinary calls you personally made — not team accomplishments described in the first person.

Skills & requirements

• Talent acquisition leadership across both operational/volume hiring and specialized/white-collar hiring (core skill)
• HR operations and internal process design, with audit-ready documentation discipline
• Working knowledge of labor law, payroll, and statutory compliance (for effective vendor coordination, not hands-on processing)
• Employee relations management, including confidential/safe reporting channels and decisive culture enforcement
• Vendor and cross-team coordination
• Strong problem-solving and communication skills

Experience

• 8–12 years of HR experience, with a strong core in full-cycle talent acquisition/recruitment spanning both volume and specialized hiring
• Proven track record owning end-to-end hiring in a growing organization, at meaningful scale
• Working exposure to Indian labor law, payroll, and HR compliance — enough to coordinate confidently with outsourced partners (direct execution experience not required)
• Experience managing internal HR task management and processes, with documented SOPs you personally authored
• Candidates with 5–8 years will only be considered with clear evidence of full-cycle ownership (not support/coordination roles) and specialized hiring depth — this is a higher bar than a years-of-experience floor alone, and should be probed explicitly in screening.
• OR in lieu of the above, kick-ass street smarts; great communication skills; a significant knowledge base; a growth mindset and a sense of urgency that it’s now or never.

Certifications

• No specific certifications required — working knowledge of Indian labor law, payroll, and statutory compliance is expected.

What this role is not

• A generalist HR administrator role — the core mandate is talent acquisition (~70–80% of time).
• A payroll or compliance execution role — payroll processing and statutory filings are handled by outsourced partners; this role coordinates, reviews, and quality-checks their work.

How to apply

Send one email to hr@y-not.com with the following: Subject line: Position – Your Full Name 1. Resume 2. Execution Portfolio (Required) Show us your actual work. Share 1–3 projects, initiatives, or systems you personally drove or built. For each: • What the goal was • What you actually owned and executed (not the team) • What systems, tools, or platforms you worked in • What the outcome was (metrics if possible) Include anything that helps us understand your work: • Screenshots, decks, or documents • System workflows or process designs • Links to projects or platforms 3. Assessments (Required) As part of our application process, you’ll complete two FREE personality assessments (links below). There are no right or wrong answers — these simply give us insight into how you might fit both with our company culture and the role. Your results are confidential and are just one piece of the broader picture we consider in selecting the best possible match. • Myers-Briggs (MBTI): 16personalities.com/free-personality-test • Big Five Personality test: bigfive-test.com Create a login on the assessment website to download & save PDF results. Submit everything in one email only. Assessments are used as one input among many and do not determine hiring decisions on their own.