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 workplace 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.
- 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).

📌 Head HR (Noida)
🏢 Stellaspire
📍 Noida