Head- Human Resources

Job Description:

Description:

The Head of HR ( VP – HR India) will sit at the intersection of execution, strategy, and people analytics, responsible for running today’s HR engine while designing and embedding people systems that work at 1,000+ and 10,000+ scale.

We are looking for candidates who have built at scale—not those who have only supported scale. Hands-on leadership experience through growth is essential.

A core expectation is the ability to drive a positive culture shift without breaking the organisation’s core cultural DNA—strengthening what already works while evolving leadership behaviours, engagement, and accountability as the company grows.

The role requires a leader who has personally experienced scale, understands the realities of growth, and can operate effectively in a fast-moving, founder-led environment.

Key Outcomes the Role Must Deliver

• Scale the organisation with positive influence on culture, execution discipline, and accountability
• Enable rapid workforce expansion through data-backed workforce planning and execution
• Lead people and leaders through continuous, well-managed change
• Build scalable, insight-led HR systems, not ad-hoc processes
• Strengthen middle and senior leadership capability, a key risk during scale-up
• Embed data-driven people decision-making across the organisation

Primary Responsibility Areas

1. HR Strategy, Analytics & Organisational Scaling

• Own and execute the overall HR strategy aligned with aggressive business growth
• Build scalable people processes suitable for a KPO / IT Services / Professional Services model
• Partner closely with founders and senior leadership on workforce planning, org design, and future readiness
• Use people analytics, dashboards, and trend analysis to inform decisions and anticipate risk

2. Change Management & Transformation

• Lead organisational change during rapid hiring, operating model shifts, and structural evolution
• Drive positive change without disrupting core cultural DNA
• Ensure clear communication, alignment, and adoption of new systems and policies
• Act as a trusted advisor to founders and leadership during high-impact change

3. Culture, Engagement & Employee Experience

• Strengthen a performance-driven yet people-centric culture
• Diagnose and address engagement, attrition, and leadership behaviour risks using data
• Ensure consistency of culture and leadership behaviours across locations and teams
• Embed feedback, engagement, and psychological safety frameworks with measurable outcomes

4. Talent Acquisition & Retention

• Own end-to-end hiring strategy for specialized and leadership talent
• Balance speed, quality, and cultural fit at scale
• Build proactive talent pipelines to reduce reactive hiring
• Design targeted retention strategies based on attrition diagnostics and cohort analysis

5. Performance Management, OKRs & Leadership Enablement

• Build performance management and OKR frameworks tied to business outcomes
• Coach leaders and managers on accountability, feedback, and people leadership
• Identify high-potential talent and build succession pipelines
• Strengthen middle management capability using measurable leadership effectiveness indicators

6. HR Governance, Policies & Compliance

• Own HR governance, policy frameworks, and statutory compliance
• Ensure maturity in employee relations and people risk management
• Establish regular HR dashboards and executive-level people reporting for leadership review

Ideal Candidate Profile:

• 15+ years of progressive HR leadership experience
• Strong background in KPO, IT Services, Consulting, or Professional Services
• Hands-on experience scaling organisations (not advisory or COE-only exposure)
• Proven ability to operate across strategy, execution, and analytics
• Demonstrated success in change management and culture evolution
• Comfortable in fast-paced growth environments
• High credibility, emotional intelligence, and leadership presence

Explicit Exclusion Criteria

Search firms should not present:

• Pure HR operations or compliance-only profiles
• Candidates without direct experience managing scale
• Leaders are uncomfortable with ambiguity, speed, or accountability
• Overly process-heavy profiles slow growth and decision-making

Why This Role Is Attractive

• Direct influence on business growth, leadership maturity, and organisational health
• True leadership seat with ownership and visibility
• Opportunity to shape a scalable people organisation and culture
• Long-term role with meaningful impact at enterprise scale

Desired Profile / Criteria / Skills :