Manager - Strategic Initiatives (People Team)

• →Act as the central PMO for all People & Culture IPO workstreams, ensuring disciplined execution, tight coordination, and proactive risk management across functions. 

• →Own end-to-end tracking of all People IPO readiness workstreams, milestones, and dependencies across Legal, Finance, Rewards, HR Ops, PBPs, and external advisors. 

• →Establish and maintain a single, integrated IPO People plan with clear ownership, timelines, and success criteria for each deliverable. 

• →Run regular execution cadences (weekly / bi-weekly) to review progress, identify risks, and unblock issues across workstreams. 

• →Provide clear, concise status updates to the Chief of Staff, CHRO, and senior leadership, highlighting progress, risks, and required decisions. 

• →Proactively surface risks, gaps, and slippages, assess impact, and coordinate corrective actions with relevant owners. 

• →Act as the issue-resolution engine—driving closure through follow-ups, escalations, and decision facilitation. 

• →Ensure documentation discipline, version control, and audit trails across all IPO-related People artefacts. 

• →Create a repeatable IPO PMO playbook for the People function that can sustain through listing and post-IPO governance. 

• Coordinate with People Leadership, PBPs, and Leadership Development teams to track readiness on board composition, leadership continuity, and key hiring actions aligned to IPO expectations. 

• Drive documentation readiness by working with functional owners on: 

• Org structures 

• Role charters 

• Functional org charts 

• Track leadership and critical role mapping to a future-state, public-company-ready org structure. 

• Identify key-person dependencies, surface risks, and coordinate mitigation planning with owners. 

• Act as the PMO for employment compliance readiness across contracts, severance terms, and statutory requirements (EPF, ESIC, PoSH, IC, etc.). 

• Coordinate with Legal and HR Ops on compliance audits across geographies and legal entities. 

• Track documentation readiness across employment records, policies, and governance artefacts, ensuring gaps are flagged and closed by relevant owners. 

• Act as the central coordinator for policy harmonisation efforts led by functional teams. 

• Track progress on employee handbook finalisation and governance documentation required for disclosures. 

• Support coordination for Board and NRC charter preparation with Legal and the CHRO’s office. 

• Track alignment of performance management frameworks with external benchmarks. 

• Coordinate with Leadership, Communications, and PBPs on internal IPO communication plans. 

• Track readiness of internal narratives, FAQs, and leadership messaging to ensure consistency and clarity. 

• Support employer brand and leadership visibility initiatives by managing dependencies and timelines across teams. 

• Act as the People Team SPOC for IPO-related audits, diligence, and reviews. 

• Coordinate with HR Ops, People Systems, Rewards, and Legal to ensure people data hygiene and audit readiness. 

• Track preparation of workforce dashboards and disclosures required for DRHP. 

• Coordinate responses to audit and diligence queries, ensuring timely inputs from relevant owners. 

• Clear, audit-ready People documentation and governance with no last-minute escalations. 

• IPO-aligned ESOP, compensation, and policy frameworks delivered on time by functional owners, with strong coordination. 

• High confidence from Legal, Finance, auditors, and external advisors on People readiness. 

• Leadership and employee stakeholders feel well-informed, prepared, and supported throughout the IPO journey. 

• A repeatable People IPO readiness operating model that sustains post-listing. 

Qualifications & Skills 

• 6–10 years of experience in HR, People Operations, Rewards, or HR Program Management. 

• Prior experience supporting an IPO, listing, or late-stage public-company transition is strongly preferred (either in-house or via consulting). 

• Strong exposure to ESOPs, compensation governance, and compliance frameworks. 

• High comfort working with Legal, Finance, auditors, and external advisors. 

• Exceptional program management, documentation, and stakeholder management skills. 

• Ability to operate with ambiguity, tight timelines, and high visibility. 

Why Join Us? 

• Join a global tech company at the forefront of mobile advertising and AI-powered consumer experiences. 

• Shape the future of commerce by working on innovations that integrate aspiration, AI, and advertising. 

• Be part of a high-growth, profitable organization preparing for IPO and global expansion. 

• Collaborate with visionary leaders and passionate builders in an entrepreneurial, fast-paced culture. 

• Thrive in a culture that values ownership, speed, and meaningful impact. 

At InMobi, culture isn’t a buzzword; it's an ethos woven by every InMobian, reflecting our diverse backgrounds and experiences.

We thrive on challenges and seize every opportunity for growth. Our core values — thinking big, being passionate, showing accountability, and taking ownership with freedom — guide us in every decision we make.

We believe in nurturing and investing in your development through continuous learning and career progression with our InMobi Live Your Potential program.

InMobi is proud to be an Equal Employment Opportunity employer and is committed to providing reasonable accommodations to qualified individuals with disabilities throughout the hiring process and in the workplace.

Visit https://www.inmobi.com/company/careers to better understand our benefits, values, and more!