Director of HR

Director of Human ResourcesA high-growth role for a talent builder who will hire the leaders, and build the hiring engine, that take Barak & Brazos from 200 to 1,000+ people in three years.

Location: Bangalore, India (On-site)Reports To: Founder & CEOTeam: Inherits the existing Talent Acquisition team, plus a Generalist HR Lead covering L&D, compensation, HRIS, performance management and complianceFunction Scope: All of HR for 200+ employees today, scaling to 1,000+ within 3 years with leadership hiring as the personal, hands-on priorityExperience: 15+ years, including 5-7+ years in senior/leadership-level hiring, and hands-on experience at a hyper-growth company

Employment Type: Full-timeLink to apply for this job role: https://forms.gle/baEpMB1V5tndum9v9About Barak & Brazos EngineeringThe name comes from two rivers: Barak in India, Brazos in the USA.

Founded in 2018, Barak & Brazos Engineering is a specialist engineering partner for Data Centre Infrastructure, including but not limited to power generation, power distribution equipment, and industrial automation, operating from Bengaluru and Houston, TX. We did not pivot into data centre engineering, we grew up inside it, and it now accounts for 70-80% of our work for hyperscale developers, EPCs, OEMs, and utility package suppliers, primarily across our established US market. In the last seven years we have grown revenue 100x, and we're now building the systems and leadership to do it again.Our engineering work spans three groups: (1) Plant Engineering: power plant engineering, water treatment, and substation design; (2) Power Distribution Equipment: design of LV/MV switchgear, PDU, UPS, distribution boards, and BESS/E-Houses; and (3) Product Design & Special Purpose Machines: industrial automation, factory automation, and embedded product design. Our culture runs on one idea: a handshake is more concrete than a signed contract. That ethos shows up in our 90% annual retention and client relationships that average 4+ years.100x Revenue growth, last 7 years200+ Engineers today50+ Global clients served90% Annual retention2 Global offices (India, USA)The OpportunityBarak & Brazos is entering its next phase of scale, and the biggest constraint on that growth is people: leaders who have built teams, functions or businesses before, and a hiring engine that can bring in more than 800 net new people without lowering the bar.Your Four GoalsHire the leaders. Personally close Head-of-function and Director-level hires, working with the Founder & CEO on each. Every one a proven builder, not only an operator.Scale from 200 to 1,000+ in 3 years. Lead the Talent Acquisition team to deliver the hiring plan across levels, functions and geographies, without diluting quality or culture.Build the A-player hiring mechanism. Design and implement a structured, repeatable process, used on every hire, that reliably identifies and closes A players.Raise the bar every year. Set higher hiring-quality standards each year, track them with data, and hold the team and yourself to them.What success looks likeFirst 90 DaysTake over every open Head- and Director-level search. Audit the current hiring process, the Talent Acquisition team, the funnel and the quality of recent hires. Agree the leadership hiring plan and the first-year quality-of-hire targets with the Founder & CEO.~12 MonthsHave personally closed Head- and Director-level hires (target agreed with the Founder & CEO). The A-player hiring mechanism is live and used on every leadership hire and across all levels of hiring. The Talent Acquisition team is delivering against agreed fill-rate and time-to-fill targets, and the bar for year two has been set and communicated.3 YearsHave scaled the company from ~200 to 1,000+ people without diluting quality or culture. Hiring quality has measurably risen every year, and the leadership bench behind the company's growth is in place.Key Responsibilities1. Leadership Hiring

• Own end-to-end search and closure for every Head-of-function and Director-level role across engineering, operations, sales and corporate functions, sourcing personally from your own network, not just posting and screening.
• Partner with the Founder & CEO on every senior hire, from the role definition and success profile through to closing the candidate.
• Build and continuously mine a pipeline of builders, meaning leaders who have started, scaled or turned around a function or business, from scaling startups, PE/VC-backed companies and high-growth engineering or industrial firms.2. Scaling from 200 to 1,000+
• Translate the company's growth plan into a hiring roadmap by function, level and geography (India, the US, and the expanding APAC/Europe footprint), refreshed every quarter.
• Lead and develop the existing Talent Acquisition team: set structure, roles, capacity and targets so it can deliver 4-5x headcount growth.
• Build the sourcing channels that scale, including referrals, campus and experienced-hire pipelines, and search partners where useful.
• Build B&B's employer brand as the destination for A-player engineers and leaders in data centre engineering.3. The A-Player Hiring Mechanism
• Design and implement a rigorous, repeatable hiring process: role scorecards and success profiles, structured interviews, case exercises and a real reference-check protocol that distinguishes people who have built from people who have only operated.
• Train and calibrate interviewers and hiring managers and put a bar-raising step in place so that no hire goes out below the standard.4. Raising the Bar Every Year
• Increasing the quality-of-hire standards each year rather than trading quality for headcount by defining and implementing a hiring process.5. Overseeing Generalist HR
• Oversee Generalist HR Lead to own compensation and levelling, L&D, HRIS, performance management, policy and India/US statutory compliance day-to-day.
• Make sure compensation, levelling and performance management stay consistent with the quality bar being set through leadership hiring.How Success Is MeasuredTargets are set with the Founder & CEO each year and made tougher as the company scales. The core measures are:
• Head- and Director-level hires closed against the agreed plan
• Fill rate against the overall hiring plan, and time to fill
• Offer-acceptance rate
• Quality of hire, as rated by hiring managers after six months
• Retention of new hires, and of leadership hires in particularWhat You BringBackground
• Bachelor's degree required; MBA/PGDM in Human Resources or equivalent is a strong plus.
• 15+ years of progressive HR and talent experience, with at least 5-7 years focused on senior or executive-level (Head/Director+) hiring.
• Broad HR fluency, meaning you can set direction and hold a Generalist HR Lead to account on compensation, L&D, HRIS, performance management and compliance, even though you won't run that work day-to-day.
• Must have worked inside a hyper-growth company: someone who has led hiring through a real growth curve, with headcount scaling by several multiples within a 3–4-year window, not only in a steady-state organisation.
• Relevant industry experience (engineering, industrial, EPC, infrastructure or data centre) is an added advantage, though not required.Hiring Capability
• A proven track record of personally closing multiple Head-of-function or Director-level hires, with clear evidence of how you tell builders apart from operators.
• Hands-on experience designing and implementing a hiring process or assessment framework (scorecards, structured interviews, case exercises, reference checks) that measurably improved quality of hire.
• Experience leading and developing a Talent Acquisition team through a scale-up.
• A demonstrated personal network among leaders who have built functions or businesses at scaling startups, PE/VC-backed companies or fast-growing engineering and industrial firms.
• A demonstrated instinct for raising the bar year on year.Leadership Style
• Highly culture-driven with charismatic, visible leadership: someone people choose to follow, not just report to.
• Comfortable being the face of B&B to prospective leaders, building relationships and closing candidates the way a co-founder would, not just running a process.
• Strong business acumen; able to act as a thought partner to the Founder & CEO on leadership gaps and organisation needs.Career TrajectoryThis role is built as a launchpad, not a landing spot. Success looks like building the leadership-hiring engine and the A-player hiring mechanism that let Barak & Brazos scale its headcount 4-5x, and co-owning, alongside the Founder & CEO, the leadership bench behind the company's growth from $5M to $50M in revenue.What We Offer
• A rare leadership seat with direct, ongoing partnership with the Founder & CEO on the company's single highest-leverage priority: its leadership bench.
• An existing Talent Acquisition team to lead, and the mandate to design and build the hiring engine rather than inherit and maintain someone else's.
• Ownership of executive-level hiring, with real influence over who leads the company's next phase of growth.
• Global exposure across our established US base and an expanding APAC/Europe footprint.
• A values-driven culture built on “words are our bonds”, evidenced by 90% annual retention and 4+ year average client tenure.How to ApplyLink to apply: https://forms.gle/baEpMB1V5tndum9v9