People and Talent Strategy Lead - Principal

Artha Group; Singapore; On-site; SGD 3,200,000 - 3,750,000; Full time

Job summary

A leading investment firm is seeking a People and Talent Strategy Lead to enhance its people architecture. This strategic role involves driving organisational design, succession planning, and employer branding, while also managing high-impact hiring across various business units. Ideal candidates should have significant experience in talent acquisition within the financial sector, especially in fast-paced environments.

Benefits

Retention Bonus

ESOPs (Employee Stock Ownership Plan)

Qualifications

• 7-10 years in strategic talent acquisition and org design, preferably in financial services or high-growth startups.
• Experience hiring across investment, tech, business functions at mid to senior levels.
• Must have built teams as a founder, co-founder, or early strategic hire.

Responsibilities

• Lead hiring across business units with a focus on quality and speed.
• Maintain dynamic org charts and build manpower maps tied to revenue.
• Own succession planning at the leadership level and monitor role transitions.

Skills

Strategic Talent Acquisition

Org Design

Succession Planning

Employer Branding

Job description

People and Talent Strategy Lead - Principal

About Artha GroupArtha Group is a performance-first investment house managing over 1,250 crores (USD 150M+) across five fund platformsincluding Artha Venture Fund, Artha Select Fund, and Artha Continuum Fund. Weve backed 130+ companies (OYO Rooms, Rapido, Karza, Purplle), delivered 30+ exits, and operate a vertically integrated investment model with renewable energy and global fund-of-fund structures.We build at the intersection of velocity and precisionand that requires a world-class team.Role OverviewWere hiring a People and Talent Strategy Lead to own and evolve Arthas people architecture - who we hire, how we grow them, and how we plan for what comes next. This is not a transactional recruiter role - its a strategic, org-wide function that reports into senior leadership and collaborates directly with the management.Were looking for someone whos been a founder or worked directly with one - ideally someone who has built cross-functional teams, managed hiring end-to-end, and understood first-hand what it takes to build a company from zero to scale.This role will drive org design, manpower planning, succession strategy, and ecosystem partnerships - while also owning high-impact, high-velocity hiring across investment, tech, platform, and operations.Key ResponsibilitiesStrategic Talent Acquisition Lead hiring across all business unitsinvestment, platform, tech, operationswith a bias toward quality and speed. Source through first-principles methods: referrals, passive sourcing, ecosystem scoutingnot just job boards. Partner with hiring managers to define role clarity, scorecards, and interview rubrics. Represent Artha in candidate conversations with the clarity of a foundernot just an HR function.Org Design & Manpower Mapping Maintain dynamic org charts that align with business growth and fund structuring plans. Build manpower maps tied to revenue, team productivity, and succession risk. Partner with the Founders Office to define which roles are strategic bets vs. scale enablers.Succession Planning & Internal Talent Strategy Own succession planning at the leadership levelidentify internal mobility, gaps, and future bets. Collaborate with L&D to create structured growth pathways for internal talent. Monitor role transitions and proactively prepare for backfills before bottlenecks arise.Ecosystem Partnerships & Employer Brand Build deep partnerships with universities, MBA campuses, and VC-focused fellowships. Represent Artha at employer branding events and curated career circles. Work with the content team to amplify our value proposition as a performance-first employer.Metrics & Hygiene Own and optimize hiring dashboards: funnel health, TAT, quality of hire, offer-close ratios. Ensure compliance with labor laws and internal audit requirements. Manage ATS workflows, documentation standards, and interview training.Required ExperienceWhat Were Looking For 710 years in strategic talent acquisition and org design, preferably in financial services, venture capital, or high-growth startups. Experience hiring across investment, tech, and business functions at mid to senior levels. Must have built teams either as a founder, co-founder, or early strategic hiresomeone who understands hiring as a core business function. Prior exposure to manpower planning, org restructuring, or succession frameworks.Mindset & Traits Founder-experience preferred: youve built with limited resources, owned outcomes, and solved hiring problems at the root level. Structured, strategic, and data-ledbut also capable of building trust and speed in ambiguous environments. Strong communicator, highly autonomous, and obsessively outcome-driven. Financial sector hiring experience is non-negotiable.Compensation & BenefitsTotal Annual Compensation: 37,50,000 32,00,000 Fixed Annual Salary (paid monthly) 3,00,000 Retention Bonus (paid annually) 2,50,000 in ESOPs (Vesting as per policy),

• Job Tags succession planning, talent acquisition, employer branding

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