Head of Human Resources

1. Executive Summary

We are seeking a transformative HR Leader who can build, scale, and institutionalize a performance-driven culture. This role goes beyond traditional HR administration and focuses on creating a digitally enabled, outcome-oriented HR ecosystem. The ideal candidate will have demonstrated expertise in HR digitization, performance management frameworks, and driving high-growth organizational environments.

2. Key Objectives (The Big 4)

Systematize: Establish a complete HR operating system, including policies, SOPs, and compliance frameworks. Digitize: Deploy HR technology to map, monitor, and visualize performance and productivity data. Evaluate: Redesign and implement a robust Performance Management System (PMS) across all levels. Cultivate: Build a culture of accountability, positivity, and growth.

3. Detailed Responsibilities

A. Performance Management & Evaluation (Top Priority): Design and implement a modern PMS (KRA/KPI mapping, OKRs, 360 feedback). Ensure evaluations are objective, data-driven, and aligned with compensation and increments. Transition the organization from annual reviews to continuous performance dialogue.

B. HR Technology & Analytics: Lead selection and implementation of HRIS/HCM platforms (Darwinbox, Keka, Zoho People, BambooHR, etc.). Build dashboards for real-time insights such as productivity, attrition, performance bell curves, and workforce analytics. Automate leave, attendance, payroll, onboarding, and other administrative workflows.

C. Organizational Development & Strategy: Create and implement HR governance systems including Employee Handbook, SOPs, and compliance policies. Partner with department heads to identify skill gaps and manpower needs for business expansion. Develop succession plans and growth paths for high-potential employees.

D. Culture & Employee Engagement: Drive initiatives that promote psychological safety, diversity, inclusion, and a positive work environment. Facilitate conflict resolution and leadership coaching. Implement retention strategies including compensation benchmarking and employee benefits enhancements.

4. Ideal Candidate Profile

Experience: 810+ years in HR with at least 5 years in a leadership role. Education: MBA in HR or equivalent postgraduate degree. Tech Proficiency: Hands-on experience implementing HRIS and working with HR analytics tools (mandatory). Change Leadership: Proven track record of setting up HR departments or transforming legacy systems. Core Competencies: Strong business acumen, high Emotional Intelligence (EQ), and the ability to operate at both strategic and operational levels.

5. Key Performance Indicators (KPIs)

Short-Term (06 Months): PMS Launch with 100% KRA/KPI mapping in 90 days; completion of a full HR audit and submission of the New HR System Blueprint within 45 days; finalization and vendor sign-off for the HR tech stack.

Long-Term (Annual): 95% on-time completion of performance cycles; voluntary attrition below 10%; employee satisfaction score (eNPS) above 80%; reduction of Time-to-Hire by 20% while maintaining quality-of-hire; successful implementation of a Revenue per Employee productivity dashboard.