Director - Human Resource

<p style="text-align: justify;"><strong>Why this role exists</strong><br>We are not looking for someone to run HR. We are looking for someone to build the people system that builds the company.<br>This is a founder-partner role. You will work directly with the founders on questions that actually matter:<br>● Who we hire<br>● How we operate<br>● What kind of company we become<br>If your instinct is to follow playbooks, this won’t work. If your instinct is to write one, read on.<br><br><strong>What success looks like</strong><br>Not headcount. Not engagement scores. Revenue per employee.<br>We scale through talent density, better systems, and AI leverage - not by adding bodies.<br><br><strong>What will you own</strong></p><p style="text-align: justify;">●Culture &amp; Operating System: Translate founder intent into how the company actually behaves. Build a culture of ownership, speed, and craft - and protect it as we scale.</p><p style="text-align: justify;">●Talent Density: Raise the hiring bar. Every hire should improve the average. Build a global talent lens - the best people won’t all sit in Gurugram</p><p style="text-align: justify;">●AI-Native HR: Rebuild HR from first principles with AI at the core - not as an add-on. Drive productivity programs that make every employee materially better.</p><p style="text-align: justify;">●Performance &amp; Rewards: Create a system that is honest, fast, and differentiated. Reward outcomes, not tenure. Push the middle. Pull the top.</p><p style="text-align: justify;">●Leadership &amp; Capability: Build internal leaders, not dependency on external hiring. Design real development - not training theatre.</p><p style="text-align: justify;">●Employee Experience: Treat every touchpoint like a product. From hiring to exit - intentional, sharp, and worth recommending.<br><br><strong>Who you are</strong><br>● A builder, not an operator of inherited systems<br>● AI-native in how you think and work<br>● A first-principles thinker, not benchmark-driven<br>● Someone who has personally shaped culture, not just maintained it<br>● A magnet for strong talent - people want to work with you again<br>● Equally comfortable with strategy and detail<br>● Direct, low-ego, high-agency<br>Pedigree is optional. What you’ve built isn’t.<br><br><strong>What won’t work</strong><br>● Playbook HR<br>● Incremental thinking<br>● Comfort with average performance<br>● Treating culture as events, not behaviour<br><br><strong>Why this is a career-defining role</strong><br>You don’t often get to build the people engine of a company at this stage - with founder access, real mandate, and global ambition. This is one of those times.<br><br><strong>The Ideal "Noisemaker" :</strong><br>- Full-time MBA in Human Resources from a premier institute<br>- 10 to 15 years of post-MBA experience with substantial exposure to a fast-paced start-up/ new-age organization<br>- A very strong focus on people development and culture building<br>- You need to be a people person with strong leadership abilities<br>- Should be comfortable working in a rapidly growing and ever-evolving organization.<br>- Should have led the creation &amp; implementation of HR strategy (Employee engagement, performance, manpower, rewards &amp; L&amp;D)<br>- Demonstrated innovation around key HR programs (Engagement, Rewards, Performance) to meet business needs<br>- An excellent communicator, you will need to ensure that the chaos of growth is managed well and people's productivity is effectively channelized to meet the company's goals.</p>