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 builder's 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 1,000+ employees) and building HR function from the ground up.
• Robust 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).

📌 Head HR (Noida)
🏢 Stellaspire
📍 Noida