Head of Human Resources

Description:

seasoned HR leader

Core Objectives of the Role

• Scale the organisation 

  without breaking culture

• Enable rapid hiring while maintaining quality and stability
• Lead people through 

  continuous change

• Create systems that work at 

  1000+ and 10,000+ headcount

  , not just today
• Build leadership capability across middle and senior management.

1. HR Strategy & Organisational Scaling

• Design and implement HR strategy aligned with aggressive growth plans
• Build scalable people processes for a growing KPO / professional services setup
• Partner with founders on workforce planning, org design, and future readiness
• Transition HR from informal/start-up practices to structured, sustainable systems

2. Change Management & Transformation

• Lead and manage change during rapid hiring, process shifts, and structural evolution
• Drive clear communication, alignment, and adoption of new policies and systems
• Handle ambiguity and resistance with maturity and decisiveness
• Act as a 

  trusted advisor to leadership during change

3. Culture Building & Employee Experience

• Build and protect a 

  performance-driven yet people-centric culture

• Address cultural challenges typical to KPO environments (attrition, burnout, delivery pressure). Create frameworks for engagement, feedback, and psychological safety
• Ensure consistency of culture across teams and leadership layers

4. Talent Acquisition & Retention Strategy

• Own hiring strategy for specialized talent (US Accounting, Tax, Compliance roles)
• Ensure speed, quality, and consistency in recruitment at scale
• Design retention strategies including career paths, learning frameworks, and leadership visibility Reduce dependency on reactive hiring by building proactive talent pipelines

5. Performance Management & Leadership Enablement

• Build robust performance management systems tied to accountability and growth
• Coach managers on people leadership, feedback, and difficult conversations
• Identify high-potential talent and create succession pipelines
• Strengthening mid-management capability is a critical gap during scale-up

6. HR Governance, Policies & Compliance

• Own HR governance, policy frameworks, and statutory compliance
• Ensure maturity in employee relations, grievance handling, and risk management
• Introduce data-driven HR metrics to support leadership decision-making

Ideal Candidate Profile

• 15+ years of progressive HR leadership experience
• Strong exposure to 

  KPO / IT Services / Consulting / Professional Services environments

• Proven experience in 

  scaling teams rapidly

   (not theoretical exposure)
• Demonstrated capability in 

  change management and culture building

• Comfortable operating in 

  fast-paced, evolving, founder-led organizations

• Strategic thinker with strong execution mindset
• High emotional intelligence, credibility, and leadership presence

What Will Not Work for This Role

• Pure HR operations or compliance-focused profiles
• Candidates without hands-on scaling experience
• HR leaders are uncomfortable with ambiguity or fast change
• Overly process-heavy leaders who slow down growth

Why This Role Matters

• Direct influence on business stability and growth
• Leadership seat with high ownership and accountability
• Opportunity to build a long-term people foundation in a scaling organisation