? HIRING NOW | HEAD OF PEOPLE & TALENT | ISCAP SERVICES PVT. LTD.

People Strategy • Talent Acquisition • Organisation Development • Performance Management

Are you an experienced HR leader who can build high-performing teams, establish effective HR systems, strengthen recruitment, develop managers, and create a culture of accountability?

ISCAP Services Pvt. Ltd. is seeking a strategic, hands-on Head of People & Talent with 5–10+ years of relevant experience preferred in HR leadership, talent acquisition, people operations, or organisational development.

We are looking for someone who can build the people function from the ground up, align workforce planning with business objectives, and establish clear responsibilities, measurable performance expectations, and professional workplace practices.

⚠️ This is a people leadership role—not simply an HR recruitment or administrative position. Candidates must demonstrate the ability to build systems, improve organisational effectiveness, and deliver measurable outcomes.

? POSITION DETAILS

Company: ISCAP Services Pvt. Ltd.

Position: Head of People & Talent

Department: Human Resources & Organisation Development

Experience: 5–10+ years preferred

Education: MBA HR / PGDM HR / related qualification preferred; equivalent relevant experience will be considered

Preferred Background: EdTech, Technology, Startups, Education, Professional Services

Employment Type: Full-time leadership role

Work Mode: To be discussed during recruitment

Location: To be confirmed during the selection process

Application: CV + mandatory screening answers via WhatsApp

? ROLE OBJECTIVE

Own ISCAP's people strategy, workforce planning, recruitment framework, organisational structure, onboarding, performance management, employee engagement, HR policies, and leadership development.

Build a reliable and accountable workforce by ensuring that every team member understands their role, reporting structure, objectives, responsibilities, and expected outcomes.

Your mission is to help ISCAP attract the right people, develop capable teams, improve performance, and build HR systems that can scale with the business.

? KEY RESPONSIBILITIES1. People Strategy & Workforce Planning

- Develop a people strategy aligned with ISCAP's business priorities and growth plans.
- Assess current and future workforce requirements across sales, marketing, academics, technology, operations, student success, and corporate partnerships.
- Define organisational structures, reporting lines, role ownership, and accountability.
- Develop manpower plans and hiring priorities based on approved budgets.
- Identify capability gaps and recommend recruitment, training, restructuring, or other suitable interventions.

1. Talent Acquisition & Workforce Quality

- Establish an end-to-end recruitment strategy for entry-level, specialist, management, and leadership roles.
- Develop structured job descriptions, screening criteria, interview frameworks, and selection processes.
- Improve sourcing, candidate evaluation, interview coordination, offer management, and joining processes.
- Build talent pipelines through LinkedIn, job portals, referrals, qualified networks, and other appropriate channels.
- Establish recruitment KPIs, including time-to-fill, offer acceptance, joining rate, hiring quality,



and cost per hire where measurable.
- Ensure hiring decisions follow consistent, job-related criteria and approved compensation limits.

1. Organisation Design & Role Accountability

- Develop clear job descriptions, responsibilities, reporting relationships, and decision-making authority.
- Establish role-specific objectives, KPIs, and performance expectations.
- Identify overlapping responsibilities, workflow gaps, and unclear ownership.
- Help managers establish effective team structures and operating routines.
- Introduce responsibility matrices and escalation procedures where appropriate.

1. Performance Management & Leadership Development

- Establish a structured performance management system covering goal setting, periodic reviews, feedback, and development plans.
- Help managers define measurable individual and team objectives.
- Introduce fair performance review and improvement processes.
- Identify high-potential employees and critical capability gaps.
- Support manager training, leadership development, succession planning, and internal career progression as the organisation grows.

1. Onboarding, Engagement & Employee Retention

- Develop a consistent onboarding and induction process.
- Establish probation reviews, confirmation processes, and role-specific onboarding objectives.
- Monitor employee feedback, engagement, retention, and recurring workplace concerns.
- Improve communication between employees, managers, and leadership.
- Develop practical retention and employee development initiatives.
- Ensure employee concerns are handled professionally and escalated appropriately.

1. HR Policies, People Operations & Compliance

- Establish and maintain employee handbooks, HR policies, standard operating procedures, and documentation standards.
- Coordinate attendance, leave management, employee records, changes in employment status, and exit processes.
- Work with finance and relevant specialists on payroll inputs, compensation records, and applicable employment requirements.
- Coordinate with qualified professionals on employment-law and statutory compliance matters.
- Maintain confidentiality, appropriate access controls, and responsible handling of employee information.

1. HR Analytics & Management Reporting

- Develop dashboards covering hiring, workforce costs, attrition, attendance, performance, and engagement.
- Monitor recruitment progress, vacancies, workforce capacity, and hiring forecasts.
- Analyse employee turnover, recruitment bottlenecks, and recurring performance issues.
- Present clear recommendations and people-related risks to management.
- Use data to improve decision-making without relying on unsupported assumptions.

1. Culture, Ethics & Organisational Effectiveness

- Promote professionalism, accountability, fairness, collaboration, and respectful workplace behaviour.
- Establish clear expectations for communication, attendance, performance, and conduct.




- Support consistent grievance-handling and disciplinary procedures.
- Encourage continuous learning and constructive feedback.
- Help develop a workplace culture focused on results, integrity, and sustainable growth.

✅ MANDATORY ELIGIBILITY
- 5–10+ years of relevant experience preferred in HR leadership, talent acquisition, people operations, or organisation development.
- Demonstrable experience building or improving HR processes.
- Strong knowledge of recruitment, workforce planning, performance management, and employee lifecycle processes.
- Experience developing job descriptions, organisational structures, KPIs, or HR policies.
- Ability to work with HR metrics, reporting systems, and workforce data.
- Excellent communication, leadership, problem-solving, and stakeholder-management skills.
- Ability to balance strategic planning with hands-on execution.
- High standards of professionalism, confidentiality, and ethical judgement.

Preferred: Experience in a growing startup, EdTech business, technology company, or organisation undergoing scale-up. Candidates whose experience is limited to resume sourcing, routine administration, or interview scheduling must demonstrate broader people-management capabilities to qualify for this leadership role.

? KEY PERFORMANCE OUTCOMES The selected leader will work with management towards:

- A clear organisation structure and documented role responsibilities.
- A workforce plan aligned with business priorities and approved budgets.
- Consistent recruitment and onboarding processes.
- Measurable performance objectives for each function.
- Reliable performance review and feedback cycles.
- Improved hiring efficiency and new-joiner readiness.
- Better visibility into retention, workforce costs, and capability gaps.
- Practical HR policies and documentation.
- Stronger managerial accountability and employee engagement.

Success means every team has clear ownership, every employee understands expectations, and management can measure workforce performance objectively. ? HOW TO APPLY

WhatsApp: +91 84650 20524

Email: [email protected]

Website: https://iscap.in

Send your CV and screening responses using this format:

APPLICATION — HEAD OF PEOPLE & TALENT

Name

Current Location

Qualifications

Relevant Experience

Current Organisation

Largest Workforce Supported

Team Leadership Experience

Key HR Achievements

HR Systems Used

Current CTC

Expected CTC

Notice Period

LinkedIn Profile

I have attached my CV and answered the mandatory screening questions. I confirm that the information provided is accurate to the best of my knowledge.

Only candidates who meet the role requirements and complete the selection process will be considered.

? BUILD THE TEAM THAT BUILDS ISCAP

ISCAP SERVICES PVT. LTD.

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We are building an education and career-development ecosystem that needs capable people, clear responsibilities, measurable goals, and strong leadership.

Your mission: Build a high-performing organisation where people know what they own, how success is measured, and how they can grow.

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📌 HIRING NOW | HEAD OF PEOPLE & TALENT | ISCAP SERVICES PVT. LTD. (India)
🏢 ISCAP SERVICES
📍 India