About the Role:

The Director - Human Resources is a strategic and execution-focused leadership role responsible for building, institutionalizing, and scaling a robust people function. This leader will drive HR strategy, talent acquisition, governance, operational excellence, performance discipline, and culture-building initiatives across the organization.

This role requires a hands-on leader who can translate business strategy into structured HR execution while enabling scale, agility, and accountability in a fast-paced growth environment.

You will partner with business leaders to ensure HR initiatives are not only designed but executed with precision, measurable impact, and accountability. This role requires a hands-on leader who thrives in fast-paced environments and can translate strategy into structured execution.

Key Responsibilities

HR Strategy & Organizational Development

• Develop and execute a comprehensive HR strategy aligned with business growth objectives.
• Partner with leadership to design scalable organizational structures and workforce plans.
• Drive workforce planning, succession planning, and leadership pipeline development.
• Lead talent review frameworks and high-potential development programs.
• Establish culture-building initiatives aligned with company values and performance standards.
• Leverage people analytics and HR metrics to inform strategic decision-making.

Talent Acquisition & Employer Branding

• Own and lead end-to-end talent acquisition strategy across technical and non-technical functions.
• Build scalable hiring frameworks including sourcing strategy, structured interviews, and selection governance.
• Develop strong talent pipelines through lateral hiring, referrals, campus engagement, and strategic partnerships.
• Establish employer branding initiatives to position the company as a preferred employer in AI, cybersecurity, and cloud domains.
• Drive recruitment analytics including time-to-hire, cost-per-hire, quality-of-hire, and offer acceptance rates.
• Ensure strong onboarding frameworks to accelerate productivity and cultural integration.

HR Execution & Governance

• Drive end-to-end execution of HR processes including onboarding, performance cycles, compensation reviews, and policy rollouts.
• Establish strong governance, compliance, documentation, and process discipline.
• Create structured SOPs and tracking mechanisms across the employee lifecycle.
• Ensure statutory compliance and audit readiness across geographies.

Performance & Accountability

• Implement and institutionalize a rigorous performance management system with clearly defined KPIs.
• Ensure timely goal-setting, review cycles, documentation, and performance improvement plans where required.
• Drive leadership accountability in people management decisions.
• Align compensation and rewards with performance outcomes.

HR Operations Excellence

• Oversee payroll inputs, benefits administration, HRIS accuracy, and lifecycle management.
• Standardize and optimize HR processes across teams and locations.
• Build dashboards and reporting frameworks to track HR effectiveness and efficiency.
• Ensure seamless employee experience across touchpoints.

Stakeholder & Business Partnership

• Act as a strategic HR business partner to functional and business leaders.
• Translate business goals into actionable HR deliverables with measurable outcomes.
• Proactively manage manpower planning, hiring forecasts, and retention risks.
• Provide data-backed insights to leadership for people-related decisions.

Employee Relations & Culture

• Ensure fair, consistent resolution of employee concerns.
• Drive a culture of accountability, professionalism, and high performance.
• Maintain structured documentation and policy adherence.
• Strengthen employee engagement and retention initiatives.

Change & Transformation Management

• Lead execution of organizational restructuring, policy changes, and transformation initiatives.
• Develop structured communication and adoption plans.
• Monitor implementation and ensure smooth transition during periods of growth or change.

Qualifications

Education

Master’s degree in human resources, Business Administration, or a related field.

Experience

• Minimum 15-20 years of progressive HR experience.
• At least 5+ years in a senior HR leadership role.
• Experience in high-growth, technology, software, or services environments preferred.

Skills & Competencies

• Strong strategic and business acumen.
• Proven experience building HR systems from the ground up.
• Expertise in talent acquisition strategy and workforce planning.
• Strong leadership, communication, and stakeholder management skills.
• Data-driven decision-making capability.
• Deep understanding of HR compliance, governance, and best practices.
• Ability to thrive in fast-paced, high-growth environments.

What We’re Looking For

A builder mindset leader who can:

• Scale people systems in a growth-stage organization
• Balance strategy with hands-on execution
• Drive accountability and performance discipline
• Build strong talent pipelines
• Enable culture, capability, and long-term organizational success

If you are an experienced HR leader passionate about building an organization from the ground up, we invite you to be a part of our journey at Gruve!

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