Manager - Strategic Initiatives (People Team)

About InMobi Group 

InMobi Group has been a pioneer in mobile-first, AI-powered technology for over 18 years, shaping the future of advertising and consumer experiences. With businesses spanning AdTech, Consumer Tech (Glance), and Data Platforms, we’re driving intelligent experiences at scale, powering over 500 million devices across markets like the US, Japan, India, and Brazil. As a profitable and high-growth company, we’re on a bold path towards IPO and redefining global digital engagement through innovation in advertising, AI commerce, connected TV, and more. 

Role Overview 

We are hiring a Manager – People IPO Readiness & Governance to act as the strategic People Team’s representative for InMobi’s IPO journey. This role is responsible for designing, executing, coordinating, and governing all People & Culture workstreams required for IPO readiness, ensuring timely execution by respective functional owners. 

This is not a functional execution role. Instead, the role works closely with the Chief of Staff to the People Team, and partners with Legal, Finance, Rewards, ESOP advisors, PBPs, Consultants, and senior leadership to ensure that all People-related IPO requirements are clearly scoped, owned, sequenced, and closed. 

The role serves as the single-threaded coordinator and governance owner for People IPO readiness across board governance, leadership continuity, compensation & ESOPs, compliance, policy alignment, culture & communication, and DRHP / audit support. 

The role will be part of S&O team within People function and hence can take on additional charters in future.  

Key Responsibilities 

People IPO PMO & Execution Governance

• 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. 

Board, Leadership & Org Readiness (PMO & Coordination)

• 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. 

 Employment Compliance & Documentation (Governance & Tracking)

• 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. 

ESOPs & Compensation Structuring (Cross-Functional Orchestration)

• Coordinate between Finance, Legal, Rewards, and external advisors on: 

• ESOP pool sizing 

• Equity benchmarking 

• Dilution modelling 

• IPO-aligned LTI design 

• Track readiness of ESOP policy documentation, grant validation, NRC approvals, and award letter templates. 

• Support planning and coordination for buybacks, employee communication, and perception management. 

• Ensure regulatory and disclosure requirements related to equity and insider trading are tracked and addressed by owners. 

HR Policies & Governance Alignment

• 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. 

Culture & Communication (Enablement & Alignment)

• 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. 

DRHP, Data Readiness & Audit Support (PMO & SPOC)

• 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. 

What Success Looks Like 

• 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.