Good Business Lab

About us
Good Business Lab is an independent, non-profit labor innovation company. We use rigorous academic research to prove that worker wellbeing programs have business impacts. We develop market-ready, scalable interventions capable of providing dual benefits to workers and businesses. Our goal is to disrupt the traditional notion of business and show that worker wellbeing can be a part of core business strategy, or in other words, a good business practice.

The founders of the lab are Ach Adhvaryu - assistant professor of business economics and public policy at the University of Michigan (www.achadhvaryu.com/), Anant Ahuja – head of Organization Development at Shahi Exports Pvt. Ltd. and Anant Nyshadham – also an assistant professor of business economics and public policy at the University of Michigan (www.anantnyshadham.com/).

We have been incubated at Shahi Exports, India's biggest apparel export house, where we have conducted several studies in their sixty plus factories in the past six years and have now expanded our work to the United States and Latin America. Some of our other partners include the Harvard Business School, University of Pennsylvania, the World Bank, International Labor Organization, Arcos Dorados, Grupo Éxito, Toyota,  

GBL is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, religion, sexual orientation, gender, gender identity, age, physical disability, or length of time spent unemployed. 

We celebrate diversity and are committed to creating an inclusive environment for all employees. We also offer several other non-monetary workplace benefits like flexible work hours, and the ability to work remotely. We are a young and growing start-up making us the ideal ground for team members to experiment, take on dynamic roles, and grow with us. We focus on happiness, output, and quality of work.


Location: Bengaluru/Delhi, India

Length of Commitment: at least one year

Remuneration: 8.5-10 lacs p.a.

Start Date: ASAP (applications being accepted on a rolling basis) / Summer hire (July, 2022)

Who are you?

Ideally, you have:

• “Bachelors or Masters in Economics (preferably). Background in statistics, public policy, computer science, and mathematics with a concentration/experience in economics would also be considered.”
• Knowledge of at least one of the following – Stata, Python, R.
• Ability to work in a team and be self-motivated.
• (Bonus) Prior experience of working with large datasets (either through past work experience or projects).
• (Bonus) Experience in the development sector.

What will you do?

The Data Associate will work closely with academic researchers, data manager, stakeholders at partner firms and other field staff to collect, organize, and help analyze various datasets. They will also lead data based quasi-experimental evaluations that we undertake with our partner firms.

Key responsibilities include (but not limited to):

• Organize various large datasets and design data structure frameworks to integrate datasets.
• Maintain and acquire new datasets from partner firms.
• Help in the analysis of data for various academic projects. Some of the advanced research papers use Machine Learning and other cutting-edge algorithms to solve academic and industry problems.
• Work with the field team to design data protocols and maintain data quality.
• Help with data analysis for academic projects.
• Develop data visualization outputs and insights for dissemination of research results.
• Undertake secondary research for upcoming projects.
• Help partner organizations improve data architecture.
  
  

What should you be comfortable with?

• A dynamic environment with competing priorities.
• Working in a team with shared responsibilities.
• Independently coordinating with coworkers to accomplish goals.
• Being resourceful in new environments and scenarios.
• Problem-solve in hi-pressure environments.
  

What will be your benefits?

There are plenty of benefits at GBL, here are some examples:

• Flexible leave policy: Time away from work can be extremely helpful for maintaining a healthy work/life balance. GBL encourages managers and leadership to set the example by taking time off when needed and ensuring their team members do the same. We don’t have a strict limit on paid leaves, only suggested ( extremely liberal) averages.
• Flexible working hours: We recognize that a better work-life balance can improve employee motivation, performance, productivity, and reduce stress. The basis of our norms pertaining to this is a system of trust in each other and our common goals.
• Training and Development: GBL team members can set aside 10% of their work time / around 4 hours a week to improve their skills/knowledge on a subject that they think will help them perform their job better. We encourage all employees to focus both on technical and soft skills. We also facilitate employee mentorship programs.
• GBL Care Systems: As an organization, we are committed to ensuring the wellbeing of our team members and creating a thriving work environment- because that gives us, together, the best chance at achieving our shared mission and sparking joy at work. We do this by partnering with organizations such The Mindclan, Therapize among others for workshops and other wellbeing related initiatives. 
• Growth-oriented review policy: To foster collaboration, we have adopted regular reviews and check-ins among team members. We see a manager’s role beyond what is expected from them by conventional management thinkers. Apart from delivering high-quality work, managers are responsible for the holistic development of their team members. This can be achieved through practices inspired by coaching philosophy.
  
  

Additional benefits:

• Wellbeing budget: This includes an individual budget for each team member that they can claim reimbursement for things such as therapy, any physical-health related activity and home office setup. Additionally, there's a separate budget for Managers for care packages or any other team activities. There's also a budget for our People Operations team to organize team-wide activities or provide mental health services in collaboration with organizations like Therapize and Mindclan.
• No zoom call Fridays: To avoid zoom call fatigue and get major work done, without any calls as interruptions.
• 4 day work week in the last week of the month: Teams are encouraged to try different work arrangements such as this!
• Informal virtual and in-person hangs and activities!

Recent projects and blog posts
To acclimatize yourself with some of our work, you can read our blog posts on Medium, and also go through our LinkedIn, Twitter, and Instagram.

The process

We are glad you’re interested in applying for this role! After each step, we decide whether to invite you to the next one. The entire process can take upto 6-8 weeks.

Our interview process for this role has the following steps:

1. CV and cover letter screening
   
2. FR Interview
3. Take home assignment
4. AAA Interview - Interview with the Founders

Note: By clicking on "Submit Application" button, I confirm that I understand and accept GBL’s Privacy Policy. I also understand that GBL has zero tolerance against sexual harassment/ exploitation /abuse/misconduct ("SEA"). I confirm and declare that I have never been convicted by any court of law and/or I have never been subjected to any sanctions or inquiry or proceedings (be it disciplinary, administrative, civil or criminal) arising from an investigation in relation to sexual harassment/abuse/misconduct or left employment pending investigation and refused to cooperate in such an investigation.

Referred by (Name)
In this optional field, please input the name of a current or past GBL employee who is willing to refer you for this role. This means they think you're a good fit, vouch for your performance/academic credentials, and suggest your name. You need to get the consent of the employee before inputting their name. Please note that this is not an exclusionary criteria and this column is not mandatory. The goal is to formalize the process of our employees referring someone in their social network.