Head – HR & Talent Acquisition Job Title Head – HR & Talent Acquisition Department Human Resources Reporting To Direct reporting to HR Head (US). Dotted reporting to SVP – India Operations Location(s) Mumbai, Bangalore Domain Product Company, FinTech / BFSI Domain Experience 10-15 years total HR experience, including at least 5 years in a Head HR / Senior HRBP role, with strong hands-on, full-cycle recruitment and sourcing experience Employment Type Full-time About the Role Company is seeking an experienced and dynamic HR leader to head the People function for our financial-domain product organization, while personally owning the recruitment engine that fuels the company's growth. This is a dual-charter leadership role: part strategic HRBP partner to Product and Technology leadership, and part hands-on Talent Acquisition owner responsible for building a strong, self-sufficient in-house sourcing capability. The ideal candidate combines senior HR leadership experience with genuine, hands-on recruitment and sourcing expertise — someone equally comfortable shaping people strategy in the boardroom and personally driving a hard-to-fill requisition to closure. Key Responsibilities Strategic HR Leadership Act as a strategic HR partner to the Product organization, understanding product team structures, engineering/product career paths, and building HR frameworks tailored to product-led teams. Develop and implement HR policies, SOPs, employee handbook, and HR governance frameworks suited to a financial-domain product company. Build and nurture a strong, unified organizational culture across geographically distributed teams, ensuring consistency in values and employee experience across all locations. Design and drive Performance Management Systems (KPIs/KRAs/OKRs), succession planning, and career development frameworks, particularly for product and engineering talent. Manage compensation & benefits, annual appraisals, rewards, and retention initiatives, with an emphasis on staying competitive within the product/technology talent market. Drive employee engagement, leadership development, and change management initiatives across all locations. Oversee end-to-end HR operations — onboarding, confirmations, exits, HRMS, and HR analytics — ensuring consistency and efficiency across sites. Ensure compliance with labor laws, statutory requirements, and employee relations across all operating locations. Develop learning & development initiatives to build organizational capability, with special focus on upskilling product and technology teams.



Prepare HR dashboards and provide strategic insights and regular updates to senior management. Serve as a trusted advisor and culture champion, fostering collaboration and alignment between HR, Product, and Business teams across multiple locations. Talent Acquisition & Recruitment Leadership Own and lead manpower planning, talent acquisition, employer branding, and workforce planning across multiple locations. Define, shape, and execute recruitment strategies aligned with business hiring goals and growth plans. Personally own the end-to-end recruitment lifecycle — sourcing, screening, interview coordination, offer negotiation, and closure — for technology and business roles. Source and build candidate pipelines through multiple channels: job portals, LinkedIn Recruiter, employee referrals, professional networks, campus hiring, and social media. Drive hands-on sourcing and profile mapping for niche and hard-to-fill positions, including technical and BFSI-aligned product roles. Manage and optimize the use of ATS (Applicant Tracking System) tools to track candidates, maintain pipeline hygiene, and generate hiring reports/dashboards. Partner with hiring managers and engineering/product leadership to understand role requirements and build accurate job descriptions and hiring plans. Reduce dependency on external recruitment vendors by building and strengthening an in-house sourcing engine; manage vendor relationships where needed. Drive interview process design, structured evaluation frameworks, and a strong candidate experience throughout the hiring funnel. Negotiate offers and manage the offer-to-joining process, including background verification coordination. Track and report recruitment metrics — time-to-hire, cost-per-hire, source effectiveness, offer-to-join ratio — and continuously refine sourcing strategy based on data. Build and mentor a small team of recruiters/sourcers as hiring volumes scale. Desired Profile / Qualifications & Experience MBA/PGDM in Human Resources or equivalent; HR specialization preferred. 15–20 years of progressive HR experience,



including at least 5 years in a Head HR / Senior HRBP leadership role, combined with strong, demonstrable hands-on, full-cycle recruitment and sourcing ownership. Mandatory experience in an IT Product, SaaS, or FinTech organization; experience in the financial services / BFSI domain is highly preferred, both from an HRBP and a talent-sourcing perspective. Demonstrated experience managing HR for Product/Engineering teams, with an understanding of product development lifecycles and product-org culture. Proven track record of building and managing sourcing pipelines for technical (engineering, product, QA) and business roles. Strong, hands-on experience working with one or more ATS platforms (e.g., Greenhouse, Lever, Zoho Recruit, SmartRecruiters, or similar). Proven track record of working across multiple locations, managing distributed teams, and building a cohesive organizational culture at scale. Experience managing both in-house sourcing and external vendor/consultant relationships. Strong expertise in HRBP, policy formulation, organization development, talent management, HR operations, and compliance. Sound knowledge of HRMS systems, performance management, compensation structures, employee engagement practices, and labor laws. Key Skills Robust hands-on sourcing skills across multiple channels — LinkedIn Recruiter, job boards, Boolean search, referrals, and networking. Deep familiarity with ATS tools — configuring pipelines, tracking candidate status, and generating reports/dashboards. Ability to define and execute recruitment strategy, not just fill open positions reactively. Data-driven approach to HR and recruitment — comfortable building dashboards and improving hiring and people metrics. Excellent leadership, stakeholder management, communication, negotiation, and decision-making skills, with the ability to partner effectively with senior leadership including the SVP – India Operations. Understanding of the BFSI talent landscape and how to apply that lens to sourcing for a product organization. High level of ownership, discretion, and the ability to operate independently while remaining closely aligned with business priorities. Key Attributes A culture builder who can create a strong sense of identity and belonging across dispersed teams and locations. Comfortable operating in ambiguity and driving structure in a growing, product-first organization. Collaborative, hands-on, and outcome-oriented approach that spans both strategic HR leadership and ground-level recruitment execution.

📌 Head – HR & Talent Acquisition (Mumbai)
🏢 Antal International
📍 Mumbai