HR Head

Re'equil India Private Limited; Chandigarh; On-site; INR 4,200,000 - 7,200,000; Full time

Job summary

Re'equil India Private Limited is seeking an experienced Head of Human Resources to lead our people agenda as we scale. Reporting to the CEO, you will partner with the leadership team to shape organisation design, talent, performance culture and people systems that power our next phase of growth.

You will own the full spectrum of HR strategy, including governance, compensation, employee experience, succession, and PMS, while building a high-performing HR team to drive execution with integrity

Qualifications

• 12–18+ years of progressive HR experience, including significant time leading a broad, multi-disciplinary HR function.
• Proven track record partnering directly with a CEO, MD, or senior leadership team.
• Deep expertise across organisation design, talent management, PMS, succession, compensation, and employee relations.
• Experience building or transforming HR systems within a growing organisation.
• Strong people leadership and stakeholder management skills.
• A strategic thinker with a strong bias for execution.
• Commercially minded, data-driven, and mature, with the confidence to make and influence important people decisions.
• Uncompromising integrity, discretion, sound judgement, and a strong sense of ownership.

Responsibilities

• Own the people agenda and outcomes: setting direction, building frameworks, advising leadership, making key people decisions, and ensuring HR team executes with excellence.
• Lead HR strategy, governance, and transformation to scale the organisation.
• Develop and nurture a high-performing HR team and ensure alignment with business priorities.

Job description

ABOUT THE ROLE

We are seeking an experienced, strategic Head of Human Resources to lead our people agenda as we scale. Reporting directly to the CEO, you will be a trusted advisor to the leadership team, shaping the organisation, talent, performance culture, and people systems that will power our next phase of growth. You will own the full spectrum of HR strategy, including organisation design, talent, performance, succession, compensation, employee experience, and HR governance. A capable HR team manages day-to-day execution under your leadership.

KEY RESPONSIBILITIES

1. HR Strategy and Business Partnership

• Define and drive an HR strategy that directly supports the organisation's business goals and growth ambitions.
• Serve as a trusted advisor and thought partner to the CEO and leadership team on all people matters.
• Translate business priorities into clear workforce, capability, and talent plans.
• Anticipate people and organisational risks and address them proactively.

2. Organisation Design and Workforce Planning

• Own the organisation structure, reporting lines, roles, grading, and job architecture.
• Lead workforce and headcount planning in close partnership with business leaders and Finance.
• Advise leadership on organisational effectiveness, restructuring, and future capability needs.
• Ensure the organisation has the right structure and talent in place to sustain growth.

3. Talent Acquisition and Talent Management

• Set the talent acquisition strategy and establish consistent hiring standards across the organisation.
• Partner with leadership on critical and senior-level hiring.
• Build robust talent pipelines for key roles and emerging capability needs.
• Own succession planning for leadership and business-critical positions.
• Identify high-potential talent and drive targeted, meaningful development plans.

4. Performance and Career Management

• Own the Performance Management System (PMS) and the organisation's performance philosophy.
• Establish clear principles for goal setting, assessment, calibration, and performance conversations.
• Link performance outcomes directly to development, promotion, compensation, and recognition.
• Design transparent career progression and promotion frameworks.
• Foster a culture of accountability, high performance, and continuous growth.

5. Compensation and Recognition

• Own the compensation philosophy, salary structures, grading, and pay governance.
• Lead periodic market benchmarking and annual merit review cycles.
• Ensure pay is internally equitable and competitively aligned with the market.
• Define principles for promotions, rewards, and recognition.
• Partner with Finance and leadership on compensation decisions and budgets.

6. Leadership, Culture and Employee Experience

• Partner with leaders on leadership effectiveness, performance, and employee matters.
• Shape and strengthen the desired organisational culture and a positive employee experience.
• Act as the senior escalation point for sensitive employee relations issues.
• Build leadership capability and reinforce accountability across the organisation.

7. HR Governance, Technology and Transformation

• Own the HR policy framework, governance standards, and overall HR operating model.
• Continuously improve HR systems and processes so they are efficient and scalable.
• Deliver HR analytics and people insights that inform management decisions.
• Evaluate and drive the adoption of HR technology, automation, and AI solutions.

8. HR Team Leadership

• Lead, develop, and grow a high-performing HR team.
• Set clear accountabilities and operating standards within the function.
• Build strong in-house HR capability across all core areas.
• Ensure the HR function consistently delivers against business priorities.

MEASURES OF SUCCESS

• An organisation structure and workforce aligned with business strategy
• High-quality, effective hiring for critical roles
• A robust PMS and a strong performance culture
• A healthy succession and leadership pipeline
• A clear, well-understood career and promotion framework
• Competitive and internally equitable compensation
• A strong organisational culture and employee experience
• Effective HR governance and scalable processes
• People decisions grounded in data and insight
• A strong, capable HR team

CORE ACCOUNTABILITY

The Head of HR owns the people agenda and its outcomes: setting direction, building the frameworks, advising leadership, making key people decisions, and ensuring the HR team executes with excellence.

Requirements

ABOUT YOU

• 12–18+ years of progressive HR experience, including significant time leading a broad, multi-disciplinary HR function.
• A proven track record of partnering directly with a CEO, MD, or senior leadership team.
• Deep expertise across organisation design, talent management, PMS, succession, compensation, and employee relations.
• Experience building or transforming HR systems within a growing organisation.
• Strong people leadership and stakeholder management skills.
• A strategic thinker with a strong bias for execution.
• Commercially minded, data-driven, and mature, with the confidence to make and influence important people decisions.
• Uncompromising integrity, discretion, sound judgement, and a strong sense of ownership.