Human Capital Strategist

Michelngelo – Company Profile & HR Role Description

About Michelngelo

Michelngelo is a modern-age real estate development startup that focuses on the Design–Make–Build model. It offers a unique approach in the real estate industry by envisioning itself as a global real estate development innovator.

The company was founded by Mr. Kailas Kenjale, who brings over 32 years of experience as a real estate developer. Over the years, he has delivered more than 1.5 million sq. ft. of built space through multiple partnerships.

Currently, Michelngelo is handling a prestigious iconic development project valued at over ₹100 crore.

Michelngelo is a growing team of around 20 people and is now looking to onboard an HR professional who will not only support the company’s growth but also grow along with it.

Key Capabilities Expected from the Candidate

The ideal candidate should :

Be passionate about helping people grow, explore, and realize their potential.

Be able to assess skills and competencies, and motivate people to learn and continuously upskill.

Adapt quickly to the rapidly changing AI-driven business landscape, with strong learning and teaching abilities.

Be a good listener and communicator with the ability to build trust across teams.

Possess strong critical thinking skills and bring innovative approaches to people management.

Excel in talent acquisition and management, ensuring the right people join, grow, and thrive in the organization.

Be capable of formulating and managing win–win agreements with employees to ensure mutual growth and satisfaction.

Inspire, challenge, and guide employees to perform at their best.

Job Description

The HR role at Michelngelo will include the following responsibilities :

1. Manpower Planning & Talent Acquisition

Understand manpower requirements of the company.

Build and refine the organization structure.

Drive talent acquisition to attract the right candidates aligned with Michelngelo’s culture and vision.

2. Team & Role Structuring

Define roles clearly and align them with Belbin team role theory.

Establish comprehensive job descriptions and competency requirements.

3. Employee Growth & Development

Assess the existing workforce’s strengths and gaps.

Prepare skills and competency maps.

Chart out growth and upskilling plans for employees.

Encourage continuous learning and professional development.

4. Employee Engagement & Win–Win Agreements

Formulate and manage fair, transparent, and mutually beneficial agreements with employees.

Build a culture of trust, accountability, and collaboration.

5. Performance & Growth Management

Support the creation of performance frameworks.

Help teams align personal goals with organizational objectives.

Ensure employees feel valued, challenged, and supported