Description:

The Head of HR ( VP - HR India) will sit at the intersection of execution, strategy, and people analytics, responsible for running todays 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 scalenot 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 organisations core cultural DNAstrengthening 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:

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

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

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

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

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

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