HR Lead

Weekday (YC W21); Delhi; On-site; INR 4,000,000 - 6,000,000; Full time

Job summary

Weekday (YC W21) seeks an experienced HR Leader at the Director level to drive people strategy and partner with senior leadership. You will align HR practices with business goals, build high-performing teams, and develop scalable HR frameworks.

The role requires 15-20 years of strategic HR leadership, strong stakeholder management, and the ability to translate goals into impactful HR initiatives that support sustainable growth.

Qualifications

• Bachelor's or Master's degree in HR, Business Admin, Organizational Psychology, or related field preferred.
• MBA/PGDM in HR or equivalent adds advantage.
• 15-20 years of progressive HR experience, strategic HRBP/leadership preferred.

Responsibilities

• Act as strategic HRBP to business leaders; provide workforce & people insights.
• Develop and execute HR strategies aligned with business priorities.
• Identify workforce requirements, succession needs, and capability gaps.
• Lead organizational design, workforce planning, PM, engagement, and change initia tives.
• Provide guidance on employee relations, leadership effectiveness, and HR challenges.
• Build relationships with senior stakeholders and drive data-driven decisions.
• Develop talent management, succession, and leadership development programs.
• Collaborate with L&D to address capability gaps and leadership programs.
• Contribute to compensation strategy, benchmarking, and retention initiatives.
• Use HR analytics to identify trends and measure program outcomes.
• Drive accountability, collaboration, inclusion, and high performance.

Skills

HR Business Partnering

Strategic HR Initiatives

Workforce Planning

Stakeholder Management

Data-Driven HR

Leadership & Mentoring

Change Management

HR Leadership

Education

Bachelor's or Master's in HR/BA

MBA/PGDM in HR

Tools

HR Analytics

HR Technology

Job description

This role is for one of our clients.

Seniority level: Director level.

Experience: 15+ yrs.

Location: NCR.

Job Type: Full-time.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

We are seeking an experienced and strategic HR Leader with 15-20 years of experience to drive people strategy and act as a trusted HR Business Partner to senior leadership and business stakeholders. The ideal candidate will bring strong expertise in aligning people practices with business objectives, building high-performing teams, strengthening organizational effectiveness, and developing scalable HR frameworks.

This role requires a strategic thinker with strong business acumen, exceptional stakeholder management skills, and the ability to translate organizational goals into impactful people initiatives. The candidate will partner closely with leadership teams to understand business priorities, anticipate workforce needs, and deliver HR solutions that support sustainable growth.

Requirements

Key Responsibilities

• Act as a strategic HR Business Partner to business leaders, providing insights and guidance on workforce strategy, organizational effectiveness, employee engagement, and people-related decisions
• Develop and execute HR strategies aligned with business objectives, organizational priorities, and long-term growth plans
• Partner with leadership to identify workforce requirements, succession needs, critical roles, and organizational capability gaps
• Lead initiatives related to organizational design, workforce planning, performance management, employee engagement, and change management
• Provide strategic guidance on employee relations, leadership effectiveness, conflict resolution, and people-related business challenges
• Build strong relationships with senior stakeholders and influence decision-making through data-driven HR insights
• Develop and strengthen talent management frameworks covering talent identification, succession planning, career development, and leadership pipelines
• Partner with Learning & Development teams to identify capability gaps and design impactful leadership and employee development programs
• Provide inputs into compensation strategy, benchmarking, pay structures, rewards, and employee retention initiatives
• Use HR metrics and workforce analytics to identify trends, measure program effectiveness, and support strategic decision-making
• Drive a culture of accountability, collaboration, inclusion, continuous development, and high performance
• Lead and mentor HR teams while building strong HR capabilities across the organization
• Ensure HR policies, processes, and practices remain aligned with organizational requirements and applicable employment regulations

Must-Have Skills

• Strong expertise in HR Business Partnering with the ability to work closely with senior leadership and business heads
• Proven experience in developing and implementing strategic HR initiatives
• Excellent understanding of workforce planning, organizational development, performance management, and employee engagement
• Strong stakeholder management, influencing, negotiation, and communication skills
• Ability to translate business challenges into practical and scalable HR solutions
• Strong analytical and decision-making capabilities with a business-oriented approach
• Demonstrated experience managing and mentoring HR professionals and leading cross-functional initiatives
• 15-20 years of progressive experience in HR, preferably with significant experience in a strategic HRBP or HR leadership capacity

Good-to-Have Skills

• Talent Management: Succession planning, career frameworks, leadership development, and high-potential talent programs
• Learning & Development: Capability building, leadership programs, learning strategies, and organizational development interventions
• Compensation: Compensation benchmarking, rewards strategy, salary structures, incentives, and pay-for-performance programs
• Experience with HR analytics, HR technology, and data-driven people decision-making
• Exposure to organizational transformation, mergers and acquisitions, or large-scale change management initiatives

Qualifications

A Bachelor's or Master's degree in Human Resources, Business Administration, Organizational Psychology, or a related field is preferred. An MBA/PGDM in Human Resources or equivalent qualification will be an added advantage.