Director- HRBP

STAGE; Dadri; On-site; INR 4,500,000 - 7,500,000; Full time

Job summary

STAGE OTT (Stage Technologies Private Limited) is seeking a Director of Human Resources to define and lead its people strategy. This executive role shapes organization design, rewards, and culture for scaling growth in an AI-enabled world, including governance of payroll, compliance, and HRIS.

The candidate will partner with founders/CEO, build leadership depth, and ensure a fair, competitive rewards approach while embedding regional pride into the culture as the company scales.

Qualifications

• Track record of designing org structures and operating models.
• Experience building compensation philosophy and talent strategy at leadership level.
• Comfort as strategic partner to founders/CEOs with judgment to push back.
• Strong grounding in Indian statutory and payroll compliance.
• Demonstrated perspective on AI reshaping organizational design.

Responsibilities

• Design STAGE's org structure and operating model as growth occurs.
• Lead AI-native organization redesign across roles, teams, workflows.
• Build workforce plans aligned to AI productivity shifts.
• Provide external perspectives on benchmarking org design.

Skills

Org design

Leadership development

Compensation philosophy

Talent strategy

Employee experience

Governance & compliance

AI-driven org design

Tools

HRIS

Job description

Job Description:

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:

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

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

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

4. How does STAGE build a culture that reflects its own mission of regional pride and authenticity, at a size where culture doesnt happen by accident anymore.

5. How does STAGEs 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 STAGEs org structure and operating model as headcount and complexity grow — not a one‑time chart, but a structure thats 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 STAGEs context and stage.

Talent Strategy & Leadership Development

• Define STAGEs 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 companys financial discipline.

Culture & Employee Experience

• Define what STAGEs 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, new 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

Requirements: