HR Head & TA | Ed tech | 10+Yrs Exp | HYD

This is a 0→1 leadership mandate to build and institutionalize the HR function in a high-growth, decentralized environment. The role will work closely with the Co-Founder and drive the end-to-end people strategy spanning organization design, talent acquisition, HR operations, and culture.

1. HR Strategy & Function Build

• Define and implement a scalable HR operating model aligned with a distributed business structure
• Transition HR from a transactional support function to a strategic enabler
• Build frameworks across talent, performance, engagement, and compliance
• Establish HR as a core lever for business scalability and efficiency

2. Organisation Design & Workforce Structuring

• Bring structure to a multi-layered workforce model including:
  • Corporate teams
  • Field / on-ground workforce
  • Educators and freelancers
• Standardize role definitions, reporting lines, and accountability frameworks
• Drive integration across currently siloed talent and operations teams
• Support leadership on org design evolution aligned to business scale

3. Talent Acquisition & Workforce Planning

• Lead and optimize a distributed TA function (currently 4-member team)
• Build structured hiring engines across:
  • High-volume educator / freelancer onboarding
  • Corporate and mid-senior hiring
• Establish hiring SLAs, quality benchmarks, and candidate experience frameworks
• Drive workforce planning aligned to business growth and unit economics

4. Onboarding & Employee Experience

• Design and implement a standardized onboarding journey across workforce segments
• Build tailored induction frameworks for:
  • Corporate employees
  • On-ground teams and educators
• Improve early-tenure engagement, productivity, and retention metrics

5. Culture & Capability Building

• Define and institutionalize organizational values, behaviors, and culture principles
• Build a cohesive culture across a distributed, multi-geography workforce
• Enable managers with tools and frameworks to drive engagement and performance
• Anchor leadership capability building and culture integration

6. Policy, Compliance & Governance

• Build and implement core HR governance frameworks including:
  • Employee handbook
  • POSH policy and committee
  • Code of conduct and disciplinary processes
• Ensure compliance across geographies and workforce categories
• Create robust audit, documentation, and governance mechanisms

7. Performance Management & Compensation

• Design and implement performance management frameworks
• Build structured approaches to compensation and benefits, ensuring external competitiveness and internal parity
• Partner with leadership on benchmarking, cost optimization, and pay philosophy

8. HR Operations & Shared Services

• Strengthen HR operations including:
  • Payroll
  • Employee lifecycle management
• Build SOPs and scalable HR service delivery models
• Introduce systems and processes to enhance efficiency, visibility, and data-driven decision-making