Head of Human Resources (HR)
Experience:1218 years
Role Overview
The Head of Human Resources will be responsible for leading the end-to-end HR function, driving people strategy, governance, performance management, compliance, and capability building. The role focuses on building a high-performance, compliant, and scalable HR ecosystem aligned with business objectives in an IT services environment.
Key Responsibilities
1. HR Governance, Policy & Compliance
- Own and govern all HR policies, SOPs, and frameworks across the organization.
- Ensure policies align with labour laws, compliance standards, and business needs.
- Establish a policy review cadence with stakeholder sign-offs.
- Lead internal and external audits; ensure zero high-risk non-compliances.
- Drive organization-wide awareness and adherence to HR policies.
2. Performance Management & Talent Governance
- Design and manage a robust performance management system aligned to delivery and business goals.
- Ensure goal alignment from leadership to individual contributors.
- Govern performance cycles: goal setting, mid-year reviews, appraisals, and feedback.
- Lead PIP frameworks, ensuring fairness, documentation, and measurable improvement.
- Drive succession planning and identify high-potential talent for leadership roles.
3. Learning, Development & Capability Building
- Define and execute the L&D strategy across technical, functional, and leadership tracks.
- Ensure targeted learning for performance improvement and role readiness.
- Drive 100% compliance for mandatory trainings (POSH, InfoSec, Data Privacy, Code of Conduct).
- Measure training effectiveness and continuously improve programs.
4. Talent Acquisition & Workforce Planning
- Partner with business leaders to forecast workforce needs aligned to growth plans.
- Oversee senior and niche hiring with strong governance.
- Build scalable hiring processes and employer branding initiatives.
5. Employee Experience & Culture
- Drive a strong performance-driven, inclusive culture.
- Strengthen employee engagement, retention, and grievance management.
- Act as an escalation point for sensitive employee matters.
6. Stakeholder Management
- Act as a strategic advisor to leadership on people, structure, and organizational effectiveness.
- Partner closely with delivery leaders, PMO, and finance teams.
- Enable HR to function as a business enabler, not just a support function.
Key Skills & Experience
- 1218 years of progressive HR experience, preferably in IT services / technology organizations.
- Strong expertise in HR governance, performance management, compliance, and audits.
- Proven experience building scalable HR processes in growing organizations.
- Strong leadership, communication, and change-management skills.
- Ability to balance governance with agility in a fast-paced environment.
