Chief Human Resource Officer - Travel Business

The founders are looking to build our leadership in HR function to scale the Organization and create a team with best HR practices. This position will report to the CEO and will be involved in the overall company's direction to growth. The right candidate should have the experience of setting up the HR function across all its facets. The role holder should have strategic thinking and have the ability to translate the vision into tangible tactical and long term actions. The incumbent will need to understand the business strategy, the drivers for business success and then build the HR strategy to meet these objectives. The incumbent should be able to provide advice and counsel the business leaders across all facets of people practices. Some of the other competencies required are agility, ability to work with own hands, manage ambiguity - create from scratch through influencing and collaboration. The role holder should have a progressive mind set and inclined to work with a dynamic young organization. He / she should be inclined to operate with facts and data as a core strength and have the ability to solve problems.

I. Talent (Attractiveness and Pride)

a. Build strategy for Talent Acquisition for growth.

b. Building the brand of the company to the No. 1 - Employer of Choice- aiming towards attracting the best talent.

c. Ensuring TA SLAs are met in terms of candidate experience, efficient processes and timely hiring of quality candidates.

II. Company Performance (HR for Business Growth and Alignment)

a. Translate the founders vision / mission at an employee level through meaningful interventions and initiatives.

b. Build and implement the company compensation & benefits strategy

c. Enable a High Performing culture among people and the - Desire to Accept Challenges-

d. Build strong Corporate HR Governance which is scalable to take the organization to the next level.

e. Oversee the implementation to HR Automation (e.g. performance management system) that solves specific problems of the organization.

f. Building the HR Analytics Framework towards correct future Decision Making.

g. Building macro vision and execution plan for Succession Planning and Internal Capability Building.

III. Love for the Company (Passion & Satisfaction)

a. Create an emotional yardstick to Passion and Desire for the company in the journey from Employer branding for Attraction to Alumni.

b. Strategize and implement - The High Growth Culture- parameters keeping in mind the requirements of the organization's goals.

c. Create an Engine for Happiness through High Performance Oriented Engagement for Teams.

d. Employee experience initiatives

IV. Learning & Development

a. Strategizing the L&D Vision for the organization to enable continuous People Growth / Culture Orientation and Trigger - Desire for Achievement- among teams.

b. Redefine the internal competencies for the business, right from Founders to Frontend Team Members and align them to the company's vision, growth model and culture.