Human Resource Lead

We are looking for a people first HR Lead to own end to end talent acquisition and help build the

people foundation for our growing team. The ideal candidate will bring hands on experience in

recruitment and hiring at scale, along with sound HR generalist knowledge, someone who can

build hiring pipelines and also think about org design, culture, and retention. We believe the

right HR leader carries ownership beyond a fixed job description, brings structure to messy

hiring problems, and does not stay boxed within a narrow function. This role is an invitation to

someone who sees people strategy as a lever for business growth, not just a support function.

Key Responsibilities

• Talent Acquisition Ownership: Independently manage end to end recruitment across levels,

from sourcing strategy to offer closure, including leadership and niche hiring.

• Recruitment Process Design: Build and refine hiring workflows, interview frameworks, and

screening criteria suited to the complexity of each role.

• Vendor and Consultancy Management: Evaluate, onboard, and manage external

recruitment partners and executive search firms, including commercial negotiation and

performance tracking.

• HR Generalist Practice: Apply sound HR thinking across onboarding, performance

management, employee engagement, and policy design as the team scales.

• Workforce Planning: Partner with business leaders to forecast hiring needs and build talent

pipelines ahead of demand.

• Employer Branding: Strengthen the company's positioning as an employer of choice to

improve inbound candidate quality and reduce dependency on paid search.

Ideal Candidate Profile: The Framework

1. Acumen

• Strong understanding of recruitment funnels, sourcing channels, and hiring economics
• Ability to spot why a search is failing and course correct quickly

2. Attitude

• Hands on and comfortable with high volume, high ambiguity hiring
• Resilient through failed searches and tough vendor conversations

3. Aptitude

• Analytical approach to hiring metrics such as time to fill, offer to join ratio, and source

effectiveness

• Fast learner across new domains and role types

4. Articulation

• Strong stakeholder management with hiring managers and leadership
• Comfortable pushing back on unrealistic briefs or weak shortlists

5. Accountability

• Ownership mindset over open requisitions
• Disciplined pipeline and vendor management

Preferred Background

• Demonstrated experience owning recruitment, not just HR business partnering or culture

work, ideally with a mix of in house and vendor managed hiring.

• Experience hiring across both senior leadership roles and volume or bench hiring, such as

freshers and entry level talent.

• Exposure to building or refining recruitment processes from scratch, rather than inheriting a

mature system.

• Familiarity with ATS and CRM tools, recruitment analytics, and vendor commercial

structures such as retained versus contingent search.

• HR generalist depth in performance management, org design, or culture, as a secondary

strength rather than a substitute for TA experience.