Head of Human Resources

Simplifying Skills; Gurgaon; On-site; INR 4,000,000 - 7,000,000; Full time

Job summary

Simplifying Skills Consultants Pvt Ltd is seeking aHead of Human Resources to design and execute the HR strategy, manage the full employee lifecycle, and lead day-to-day HR operations in a SaaS environment. The role partners with leadership to drive growth, culture, and compliance while ensuring timely payroll and accurate compensation.

The Head of HR will own talent acquisition, onboarding, payroll, benefits, performance management, and engagement initiatives, with a hands-on leadership style

Responsibilities

• Lead and implement annual HR strategy, roadmap and budget.
• Partner with CEO on organisation design, headcount and workforce planning.
• Build and mentor the HR team; set goals and review cadence.
• Present monthly HR dashboards (headcount, attrition, hiring, cost, engagement).
• Drive change management during growth and transition to SaaS.
• Own end-to-end recruitment pipelines for SaaS roles.
• Oversee onboarding, payroll, compliance and benefits management.

Job description

Job Description – Head of Human Resources

About us and the role

Simplifying Skills Consultants Pvt Ltd is a SaaS company that grew out of EdTech. We are building a people function that can scale with the product, the customers and the team.

The Head of HR owns the complete employee lifecycle, from hiring and onboarding through payroll, performance and growth, to exit. The role sets HR strategy with the leadership team and also runs day-to-day HR operations hands-on. Success means the right people to join quickly, are paid accurately and on time, know what is expected of them, grow, and leave (when they do) with a fair and compliant exit.

Key responsibilities

1. HR strategy and leadership

• Build and own the annual HR strategy, roadmap and budget, aligned with business goals.
• Act as a strategic partner to the CEO and department heads on organisation design, headcount and workforce planning.
• Lead, coach and develop the HR team; define roles, goals and review cadence for each member.
• Present monthly HR dashboards and insights to leadership (headcount, attrition, hiring, cost, engagement).
• Drive change management during growth, restructuring and the shift from EdTech to SaaS.

2. Talent acquisition

• Own end-to-end hiring: manpower planning, requisition approval, sourcing, screening, interviews, offer and closure.
• Build hiring pipelines for SaaS roles: engineering, product, sales, customer success and support.
• Manage job portals, LinkedIn, referrals, campus hiring and recruitment agencies, including vendor terms.
• Define interview processes, scorecards and offer approval matrices.
• Track time-to-hire, cost-per-hire, offer-acceptance rate and quality of hire.
• Strengthen employer branding across careers page, social media and employee stories.

3. Pre-joining and onboarding

• Run offer-to-joining engagement to reduce offer drop-outs.
• Own background verification, document collection and joining formalities.
• Coordinate day-one readiness with IT and admin: laptop, email, tool access, ID card.
• Design and deliver the induction programme covering company, product, policies and culture.
• Run a structured 30-60-90 day onboarding plan with buddy and manager check-ins.
• Manage probation reviews and confirmations on time.

4. Payroll, compensation and benefits

• Own monthly payroll processing: inputs, attendance and leave, variable pay, reimbursements, arrears and full-and-final settlements.
• Ensure statutory deductions and filings: PF, ESI, Professional Tax, LWF, TDS on salary, Form 16.
• Partner with Finance on payroll reconciliation, salary budgets and audits.
• Design salary structures, grades and bands; run market benchmarking.
• Lead the annual increment, promotion and bonus/incentive cycle.
• Manage employee benefits: group medical insurance, term and accident cover, gratuity, leave encashment and wellness programmes .

5. Performance management

• Own the performance management framework: KRAs/OKRs, goal-setting, mid-year and annual reviews.
• Ensure every role has clear, measurable KRAs aligned to company goals.
• Train managers on goal-setting, continuous feedback and fair ratings.
• Run calibration and normalisation ; link outcomes to increments, promotions and rewards. ::=