Director – Human Resources

Company: STAGE OTT (Stage Technologies Private Limited)
Location: Noida, Uttar Pradesh
Employment Type: Full-Time
Reports To: CEO

Position Summary

STAGE is hiring a Director- HR to define and lead its people strategy. This is a seat at the leadership table: the person who designs how STAGE organizes, grows, and rewards talent as it scales, and who is actively rethinking what an organization looks like in an AI-native world. Operational HR (payroll, compliance, HRIS) will report into this role or be governed by it, but the mandate is architecture and judgment, not day-to-day execution.

Mandate

This role owns four strategic questions for STAGE:

- What should the organization look like as it scales and as AI changes how work gets done — structure, roles, spans, and reporting lines.

- How does STAGE attract, develop, and retain the talent it needs to win in a category with limited precedent.

- What does fair, motivating reward look like — compensation philosophy, equity, and career progression that the business can sustain.

- How does STAGE build a culture that reflects its own mission of regional pride and authenticity, at a size where culture doesn't happen by accident anymore.

- How does STAGE's org, talent, and workforce strategy directly serve its growth and milestones — not run as a parallel track to the business.

Key Responsibilities

People Strategy & Organizational Architecture

- Design STAGE's org structure and operating model as headcount and complexity grow — not a one-time chart, but a structure that's revisited as the business changes.

- Lead the shift to an AI-native organization: reassess which roles, teams, and workflows should be redesigned, consolidated, or newly created as AI tools change the nature of work across content, product, growth, and operations.

- Build workforce plans grounded in expected productivity shifts from AI adoption, not historical headcount-to-output ratios.





- Bring an informed, external point of view on how comparable companies are restructuring for AI, and adapt it to STAGE's context and stage.

Talent Strategy & Leadership Development

- Define STAGE's talent strategy: where to build depth internally, where to hire senior talent externally, and how to close critical capability gaps.

- Build leadership bench strength — identify and develop high-potential talent into future function heads.

- Set the hiring bar and involvement model for senior and leadership hires alongside founders.

Total Rewards & Compensation Philosophy

- Own compensation philosophy and architecture — bands, equity strategy, and progression logic that stay fair and defensible as the company scales.

- Ensure reward structures are competitive enough to retain talent without compromising the company's financial discipline.

Culture & Employee Experience

- Define what STAGE's culture should be as it moves past the size where founders can shape it informally, and build the systems that sustain it.

- Own the employee experience agenda — engagement, feedback loops, and the policies that signal what the company actually values.

Governance, Risk & Operational Oversight

- Ensure payroll, statutory compliance (EPF, ESI, TDS, POSH), and HRIS operations run with zero gaps, through strong process design and the right people/systems in place, whether owned directly or delegated.

- Set the standards and audit rigor that operational HR is measured against.

- Maintain a standing view of where institutional knowledge is concentrated and how to de-risk it.





- Build succession coverage for function-head roles; flag single points of failure and key-person dependency before they become business risk.

Executive Partnership

- Act as a thinking partner to founders on organizational and people decisions — restructuring, current function launches, leadership changes — backed by judgment and data, not just administration.

- Bring people and org considerations into business strategy discussions before they become HR problems.

Requirements

Experience: 15–20+ years in HR, with at least 6–8 years in a Director/CHRO or equivalent strategic leadership capacity, ideally with direct founder or board-level exposure in a startup or fast-scaling company.

Must have:

- A track record of designing org structures and operating models, not just administering existing ones

- Experience building compensation philosophy and talent strategy at a leadership level

- Comfort operating as a strategic partner to founders/CEOs, with the judgment to push back

- Strong grounding in Indian statutory and payroll compliance — enough to govern it rigorously, even if not personally executing it

- Demonstrated point of view on how AI is reshaping organizational design, roles, and workforce planning

Preferred:

- Startup, OTT, media, or consumer tech background

- Experience building an HR function or team from a lean starting point

- External visibility as a thought leader in HR/people strategy (writing, speaking, advisory work)

Not a Fit If You

- Have only operated in an execution/administrative HR capacity

- Have never shaped org design, comp philosophy, or talent strategy independently

- See AI as an HR tooling question rather than an organizational design question

- Are uncomfortable challenging others with a strategic point of view

- Want a fully-built HR team to manage rather than a function to architect

📌 Director- HRBP (India)
🏢 STAGE Technologies Private
📍 India