Location : Noida (on-site)

Scope : India operations, approximately 400 headcount

The Role :

It is a healthcare RCM and AI services company operating from Noida and serving US healthcare clients. We are at a turning point: rebranding from Jindal Healthcare to Anka, scaling the client portfolio, and re-shaping the operating model around AI-led delivery. We already have a working HR function. L&D plans, performance scorecards, leadership programmes, internal promotion mechanics, India compliance, the operating cadence, all in place at current quality. The Head of Human Resources is not being hired to build this. The Head of Human Resources is being hired to reimagine it.

The mandate is to take a function that runs and reshape it for an AI-led, startup-culture. The new head will define employer value proposition for the rebrand era, lead the cultural shift from corporate to startup, embed AI across HR workflows, and stand up the data and analytics backbone that makes HR a metrics-driven function. The role reports to the COO and works closely with the CEO.

What is already running :

You inherit a working function. The new head governs but does not reinvent these:

- Performance management cycles

- Annual L&D plan and curriculum

- Leadership development programmes and internal promotion mechanics

- HR scorecard and monthly review cadence

- HR operations across the full employee lifecycle

- India compliance (PF, ESI, gratuity, labour codes, POSH)

- Compensation and rewards framework

- TA delivery for volume and leadership hiring

How you will work :

- Data-driven by default. Every recommendation backed by evidence. Every initiative measured. Every meeting expects metrics, not anecdote.

- Automated where possible. If a process can be templated, scripted, or AI-handled, it should be. Manual work is reserved for judgement calls and human moments.

- Strategic, not operational. You are at the leadership table. Your team runs the operations. Your time goes to the questions that determine whether we deliver on its growth plan.

Year 1 Priorities :

The first twelve months focus on four shifts. The shape and pace within each is for the new head to set in partnership with the COO.

- Employer Value Proposition. We are rebranding and changing what it stands for. The EVP needs to be defined, anchored in what makes us different to work for, and rolled out across the candidate experience and the internal narrative. This is where the new heads first energy goes.

- Attrition. Attrition is the biggest cost lever after billable utilisation. Year 1 is about understanding the patterns honestly, intervening where they hurt most, and shifting retention from a lagging indicator to a leading one.

- Culture. The shift from corporate to startup needs to land in how people work, how performance is measured, and how decisions get made. Year 1 is about making the shift visible and embedding it in the everyday, not pronouncing it from a townhall.

- AI skilling and adoption across the workforce. Ankas people will work alongside AI in ways they have not before. Year 1 is about giving the workforce the literacy, the curricula, and the manager support that makes adoption real. Coders, AR specialists, support functions, and managers all on the curve. BAU continues to deliver at current quality throughout. Slippage on BAU is not acceptable, but it is also not the bar this role is hired against.

You Are :

The person who will succeed here is :

- Data-driven by default. Reads a P&L. Builds a dashboard. Defends a recommendation with evidence. Sceptical of HR practices that rest on tradition rather than measurement.

- Hungry. Looking for a role where they can leave a mark, not a way station to the next thing.

- A doer, not a delegator. Has run an HR function or owned a meaningful slice of one in a scale-up or transformation environment. Comfortable evolving frameworks on the run, not just maintaining what was inherited.

- Actively curious about AI. Has experimented with AI tools personally or in work. Comfortable making AI fluency a hiring criterion for others, even while still learning themselves.

- A reimaginer, not a maintainer. You will inherit a function that needs sharpening, not one that needs building from scratch. The wrong instinct is to start over.

- Comfortable in a startup-pace business. You will make decisions with less information than you would like, and course-correct fast.

- Leaves behind teams stronger than they found them.

Qualifications :

- MBA or PGDM in HR from a recognised institute.

- 8-10 years across the HR function, with the last 2 to 3 in a scale-up or transformation environment. Has owned a meaningful HR P&L or function, ideally in a smaller or fast-growing setting.

- Industry exposure preferred in RCM, BPM, ITES, or software and tech services. Healthcare BPO a plus, not required.

- Strong written and spoken English. Hindi fluency essential for the Noida workforce.

- Senior HR certifications welcomed (SHRM-SCP, SPHR, CIPD, or equivalent).

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