Head HR
Job Location:
Monthly Salary:
Posted on:
3 days ago
Posted on:
Vacancies:
1 Vacancy
Vacancies:
Job Summary
Role Overview
The HR Head will be a core member of the leadership team reporting directly to the CFO and will be accountable for all HR-related functions - talent acquisition org design culture compensation performance management employee relations HR compliance and HR technology. This is a builders role: the mandate is to professionalize HR processes for a scaling fintech while preserving the speed and culture of a startup.
Key Responsibilities
Talent Acquisition & Workforce Planning
Own end-to-end hiring strategy across business tech and product functions; build scalable recruitment processes and employer branding.
Partner with function heads on manpower planning org structure design and succession planning for critical roles. Culture Engagement & Employee Experience
Define and reinforce culture and values as the company scales beyond founder-led management.
Design employee engagement feedback and retention programs; track attrition.
Compensation Benefits & ESOP
Design competitive compensation structures salary bands and incentive/bonus frameworks benchmarked to fintech/startup peers.
Administer the ESOP pool in coordination with the CEO/CFO and board - grants vesting and communication to employees. Payroll Processing & Statutory Compliance
Own accurate timely end-to-end monthly payroll processing - salary computation reimbursements incentive pay-outs and full & final settlements for exiting employees - in close coordination with CFO.
Ensure timely statutory remittances and filings including Provident Fund (PF) Employees State Insurance (ESI) and TDS on salaries in coordination with Finance
Select manage and periodically review the HRMS payroll module; ensure data accuracy confidentiality of employee compensation data and a complete audit trail.
Act as the designated point of accountability for payroll-related statutory audits employee payroll grievances and disputes Performance Management & Leadership Development
Implement OKR/KPI-based performance management systems and calibration processes.
Build leadership pipelines manager capability programs and career progression frameworks. HR Compliance POSH & Risk
Ensure compliance with the Industrial Relations Code Code on Wages Shops & Establishments Act POSH Act 2013 and other applicable Indian labour laws across all locations of operation.
Own POSH Internal Committee governance statutory registers and labour audits; liaise with legal counsel on employment matters. HR Technology & Analytics
Drive adoption of an HRMS/HCM platform for payroll attendance performance and analytics.
Build people-metrics dashboards (attrition hiring velocity cost-per-hire span of control) for leadership and board reporting. Strategic & Leadership Partnership
Act as a trusted advisor to the CFO and leadership team on org design restructuring and change management.
Represent HR in board and investor discussions where people metrics leadership hiring or ESOP matters are discussed.
Support HR diligence and integration planning if the company pursues M&A or fundraising milestones.
Required Qualifications & Experience
MBA/PGDM in HR (or equivalent) from a recognized institute.
12 years of progressive HR experience including at least 5 years in a HR head/VP-HR capacity or equivalent capacity.
Prior experience in a fintech consumer-tech or high-growth startup environment strongly preferred; experience managing ESOP programs is a plus.
Demonstrated experience scaling headcount (e.g. 200 to 1000 employees) and building HR function from the ground up.
Strong working knowledge of Indian labour law POSH compliance and statutory HR requirements.
Hands-on experience with HR tech and AI tools - e.g. AI-based ATS/sourcing tools AI Recruitment Platforms HRMS platforms with AI modules generative-AI tools for JD writing interview scorecards or employee query resolution - and a track record of driving their adoption
Preferred Attributes
Comfortable operating in ambiguity and building processes from scratch not just running an existing playbook.
Data-driven approach to HR decisions; comfortable with HR analytics and dashboards.
High EQ and credibility to influence founders and senior leadership without formal authority in all matters.
Discretion in handling sensitive matters (compensation ESOP investigations restructuring).
The HR Head will be a core member of the leadership team reporting directly to the CFO and will be accountable for all HR-related functions - talent acquisition org design culture compensation performance management employee relations HR compliance and HR technology. This is a builders role: the mandate is to professionalize HR processes for a scaling fintech while preserving the speed and culture of a startup.
Key Responsibilities
Talent Acquisition & Workforce Planning
Own end-to-end hiring strategy across business tech and product functions; build scalable recruitment processes and employer branding.
Partner with function heads on manpower planning org structure design and succession planning for critical roles. Culture Engagement & Employee Experience
Define and reinforce culture and values as the company scales beyond founder-led management.
Design employee engagement feedback and retention programs; track attrition.
Compensation Benefits & ESOP
Design competitive compensation structures salary bands and incentive/bonus frameworks benchmarked to fintech/startup peers.
Administer the ESOP pool in coordination with the CEO/CFO and board - grants vesting and communication to employees. Payroll Processing & Statutory Compliance
Own accurate timely end-to-end monthly payroll processing - salary computation reimbursements incentive pay-outs and full & final settlements for exiting employees - in close coordination with CFO.
Ensure timely statutory remittances and filings including Provident Fund (PF) Employees State Insurance (ESI) and TDS on salaries in coordination with Finance
Select manage and periodically review the HRMS payroll module; ensure data accuracy confidentiality of employee compensation data and a complete audit trail.
Act as the designated point of accountability for payroll-related statutory audits employee payroll grievances and disputes Performance Management & Leadership Development
Implement OKR/KPI-based performance management systems and calibration processes.
Build leadership pipelines manager capability programs and career progression frameworks. HR Compliance POSH & Risk
Ensure compliance with the Industrial Relations Code Code on Wages Shops & Establishments Act POSH Act 2013 and other applicable Indian labour laws across all locations of operation.
Own POSH Internal Committee governance statutory registers and labour audits; liaise with legal counsel on employment matters. HR Technology & Analytics
Drive adoption of an HRMS/HCM platform for payroll attendance performance and analytics.
Build people-metrics dashboards (attrition hiring velocity cost-per-hire span of control) for leadership and board reporting. Strategic & Leadership Partnership
Act as a trusted advisor to the CFO and leadership team on org design restructuring and change management.
Represent HR in board and investor discussions where people metrics leadership hiring or ESOP matters are discussed.
Support HR diligence and integration planning if the company pursues M&A or fundraising milestones.
Required Qualifications & Experience
MBA/PGDM in HR (or equivalent) from a recognized institute.
12 years of progressive HR experience including at least 5 years in a HR head/VP-HR capacity or equivalent capacity.
Prior experience in a fintech consumer-tech or high-growth startup environment strongly preferred; experience managing ESOP programs is a plus.
Demonstrated experience scaling headcount (e.g. 200 to 1000 employees) and building HR function from the ground up.
Strong working knowledge of Indian labour law POSH compliance and statutory HR requirements.
Hands-on experience with HR tech and AI tools - e.g. AI-based ATS/sourcing tools AI Recruitment Platforms HRMS platforms with AI modules generative-AI tools for JD writing interview scorecards or employee query resolution - and a track record of driving their adoption
Preferred Attributes
Comfortable operating in ambiguity and building processes from scratch not just running an existing playbook.
Data-driven approach to HR decisions; comfortable with HR analytics and dashboards.
High EQ and credibility to influence founders and senior leadership without formal authority in all matters.
Discretion in handling sensitive matters (compensation ESOP investigations restructuring).
