Global People Partner - (US | UK | EU | India)

Job Description:

Global People Partner - (US | UK | EU | India) Company Company's Intelligence - qualitative intelligence for institutional investors, combining expert interviews, structured data, and AI Location India - [hybrid] Reports to Chief Peoples Officer (CPO) Team Manages recruiters (internal and/or agency); HR operations leveraged through vendors (EOR, payroll providers, local counsel) Compensation As per Industry Standards Experience 10+ years in HR, including 5+ years owning Indian HR compliance end to end and hands-on employee-relations and hiring-team management About Company's Intelligence Company's Intelligence pioneered human-led qualitative intelligence for institutional investors. Today the firm advances that legacy through a combined model - deep qualitative interviews, structured data systems, and AI-driven intelligence - to deliver clarity at scale. We are a growing team of roughly 120 people across the US, UK, EU, and India, and our India office - about 30 people today - is our fastest-growing site. About the Role This role sits at the center of that growth. We are hiring a Senior HR Officer to own HR execution across all four jurisdictions: the complete employee lifecycle, employment-law compliance, payroll, compensation and benefits, and HR data privacy. The role has two halves. The first is hands-on HR operations: you are the single accountable owner of day-to-day HR, reporting to the CPO, who owns strategy. You must hold deep, current Indian HR and statutory compliance expertise personally; for the US, UK, and EU you will work through and supervise vendors - EOR/PEO platforms, payroll providers, benefits brokers, and local employment counsel - with enough fluency in each jurisdiction to ask the right questions, catch vendor errors, and know when to escalate to counsel. The second half is people leadership - and it is global. You are the people partner for the whole company: on the ground for the India office as it scales, and remotely for our US, UK, and EU teams. You are the first call for employees and managers everywhere on performance, grievances, and growth, and you own the hiring engine - managing recruiters and agencies - across all four jurisdictions, with India as today’s volume center. Running this scope solo across four countries is only possible with technology doing the repetitive work. We expect you to treat the HR tech stack - HRIS, ATS, payroll platforms, workflow automation, and AI tools - as your team, and to keep finding efficiencies as we grow. What You Will Own People leadership and employee management (global, deepest in India): • Act as the front-line people partner for all employees across the US, UK, EU, and India: employee relations, grievance handling, disciplinary cases, PIPs, and sensitive exits - handled personally in India, and in the US/UK/EU with local counsel and EOR support for the jurisdiction-specific steps. • Coach managers across all offices - including many first-time managers in the scaling India team - on performance conversations, feedback, and team issues before they become ER cases. • Own the performance-management cycle across all four jurisdictions: calibration mechanics, documentation quality, and follow-through on outcomes. • Build the people programs that keep a fast-growing, distributed company healthy: onboarding experience, engagement and retention monitoring at every site, leveling/career paths, and culture continuity between India and the US/UK/EU teams. • Run a working day with deliberate overlap across India, UK/EU, and US hours so every employee has real access to HR, not just a ticket queue. Talent acquisition and recruiter management: • Own the India hiring plan and run the recruiting engine to deliver it: manage internal/contract recruiters and external agencies - selection, fee negotiation, SLAs, pipeline reporting, and candidate experience. • Partner with hiring managers on role definition, interview discipline, and offer decisions; keep time-to-fill and quality-of-hire visible to the CPO. • Coordinate US/UK/EU hiring with hiring managers, agencies, and EOR/payroll vendors so offers are compliant in each jurisdiction. India HR operations and compliance (personally held): • Run the full employee lifecycle for the India team: offer structuring, onboarding, leave administration, exits, and full-and-final settlements. • Own statutory compliance: PF, ESI, gratuity, professional tax, Shops & Establishments registrations, statutory registers and filings, and POSH Act obligations (Internal Committee, training, annual report). • Run or closely supervise India payroll: salary structuring (basic/HRA/flexible benefits), TDS, reimbursements, and reconciliation of every payroll register before disbursement. • Track and operationalize changes in Indian labour law, including the implementation status of the consolidated Labour Codes, with support from Indian counsel. US, UK, and EU HR (vendor-managed, personally supervised): • Manage EOR/PEO, payroll, and benefits vendors for our US, UK, and EU employees; QA their output, reconcile payroll each cycle, and hold them accountable for compliance representations. • Coordinate onboarding, offer letters, contract terms, benefits enrollment, leave administration, and offboarding in each jurisdiction with vendor and counsel support. • Identify when an issue (termination, restructuring, contractor classification, IR35-type assessments, works-council or consultation triggers) requires local employment counsel, and manage that engagement. HR technology and efficiency: • Own the HR tech stack end to end: HRIS, ATS, payroll/EOR platforms, and document/esignature workflows - selection, implementation, integration, and administration as the company grows from 120 toward [target] people. • Automate the repetitive: onboarding/offboarding checklists, offer and contract generation, leave and attendance, statutory letter packs, and payroll-input handoffs to providers - so growth doesn’t require linear HR headcount. • Apply AI tools pragmatically to HR and recruiting work (screening support, drafting, policy Q&A) while enforcing the data-privacy guardrails that GDPR and the DPDP Act demand of employee data. • Give the CPO and leadership reliable people analytics: headcount, attrition, hiring funnel, compensation spread, and compliance-deadline dashboards - built once, refreshed automatically. Cross-jurisdictional responsibilities: • Compensation and benefits administration across four countries: benchmarking inputs, annual review cycle mechanics, benefits renewals, and pay-transparency obligations where applicable. • HR data privacy across the employee-data stack: GDPR (EU/UK), India’s DPDP Act, and US state privacy laws - including lawful cross-border transfer of employee data within one HRIS. • Maintain clean, audit-ready HR records and a single source of truth for headcount, contracts, and policies across all entities. • Advise the CPO with clear escalations: what you decided, what needs their sign-off, and what has gone to counsel. What You Must Bring • 10+ years of progressive HR experience, with at least 5 years personally accountable for Indian HR statutory compliance (not via a shared-services team you merely coordinated with). • Direct experience running or supervising payroll in two or more countries, and a track record of catching payroll or statutory errors - expect to be asked for specific examples. • Hands-on experience managing HR vendors: EOR/PEO platforms, multi-country payroll providers, benefits brokers, and external employment counsel. • Personal experience handling terminations in India and in at least one of the US, UK, or EU, including the documentation and process differences between them. • Demonstrated employee-relations depth: you have personally handled grievances, PIPs, POSH complaints, and difficult conversations - not just administered the process around them - ideally including ER cases involving employees outside India. • Experience running recruiting for a scaling team: managing recruiters or agencies with accountability for hiring outcomes (time-to-fill, offer-acceptance, quality), ideally through a phase of rapid India growth. • Genuine HR technology fluency: you have administered or implemented an HRIS/ATS, built workflow automations rather than waiting for IT, and can show a process you made measurably faster or cheaper with tooling. • Working knowledge of GDPR as it applies to employee data, and familiarity with India’s DPDP Act. • Judgment about what you know versus what you don’t: the instinct to escalate to local counsel before acting in an unfamiliar jurisdiction. • Fluent written and spoken English; comfortable working across US, UK, and EU time zones for part of the day. Nice to Have • Experience in an offshore-delivery, GCC, or professional-services environment that scaled an India office within a multi-country footprint. • Direct sourcing/closing experience for hard-to-fill roles, beyond managing agencies. • HRIS/ATS selection and implementation across multiple countries, including data migration and payroll-platform integrations. • Hands-on use of AI tools or low-code automation (e.g., Zapier/Power Automate, spreadsheet scripting) in HR or recruiting workflows. • Exposure to UK or EU entity setup, TUPE events, or transitioning employees between an EOR and a direct entity. • Experience supporting immigration/mobility cases (e.g., India-to-UK or India-to-US transfers). • Relevant certifications (e.g., SHRM-SCP, CIPD Level 7) - valued, but demonstrated operating experience matters more.