Head of Human Resources

Head of Human ResourcesCompany: 10x GlobalLocation: Delhi NCR / GurgaonReporting to: CEOExperience: 8–12 yearsEmployment Type: Full-timeAbout 10x Global10x Global is a global business advisory platform helping companies enter, operate and scale across markets. With teams and operations across India, UAE, Singapore and the US, we work with ambitious founders, startups, multinational businesses and investors on market entry, tax, finance, compliance, transactions and strategic growth.As we scale, we are looking for a Head of Human Resources to build the people function into a genuine strategic advantage for the organisation.The RoleThis is not a traditional HR administration role.You will own the entire employee lifecycle — from hiring and onboarding to performance, culture, development, compensation and exits — while building the systems and processes required for a high-performance, entrepreneurial organisation.The ideal candidate will be equally comfortable:Building HR strategyHiring exceptional peopleFixing broken processesManaging employee issuesDriving performanceBuilding cultureWorking directly with partners and the CEOUsing data to identify and solve people problemsYou will be the custodian of the 10x Global culture and employee experience.Key Responsibilities1. Talent Acquisition & Workforce PlanningOwn the end-to-end recruitment function across India and international offices.Build hiring plans aligned with business growth and revenue targets.Develop strong talent pipelines for critical roles across consulting, tax, finance, legal, technology, sales, marketing and operations.Improve quality and speed of hiring while maintaining high hiring standards.Build structured interview frameworks and assessment processes.Establish relationships with executive search firms, recruitment partners, campuses and talent networks.Develop a strong employer brand for 10x Global.Ensure every new hire has clear role expectations, KPIs and a defined onboarding plan.Success metric: Right people, hired quickly, into the right roles.2. Performance ManagementBuild a high-performance culture where people know what is expected of them.Design and implement a company-wide performance management framework.Establish KRAs/KPIs for every function and role.Run quarterly performance reviews and annual appraisal cycles.Build mechanisms for continuous feedback rather than annual-only reviews.Work with managers to identify underperformance early.Create structured Performance Improvement Plans where required.Identify high performers and build accelerated growth plans for them.Ensure compensation, promotions and career progression are linked to performance.Core principle: No ambiguity around performance.3. Employee Engagement & CultureTake ownership of making 10x Global a place where ambitious people want to work and grow.Build initiatives to improve employee engagement and morale.Regularly measure employee sentiment through surveys, 1:1s and structured feedback.Identify cultural issues before they become attrition problems.Build a strong internal communication cadence.Design employee recognition programmes.Drive team-building, town halls, offsites and cultural initiatives.Create an environment that is ambitious, energetic, entrepreneurial and collaborative.Ensure employees feel heard while maintaining high organisational standards.You will be expected to answer one fundamental question:"Why should a great person want to spend the next five years at 10x Global?"4. Compensation & BenefitsBuild and maintain a competitive compensation philosophy.Conduct periodic market benchmarking.Develop salary bands by role and level.Establish clear promotion and compensation frameworks.Manage annual increments, bonuses and incentive programmes.Design performance-linked compensation structures.Review benefits and employee welfare programmes.Ensure internal equity across teams and geographies.5. Learning & Career DevelopmentBuild a culture of continuous learning.Create career paths for major functions.Establish competency frameworks by level.Identify skill gaps across teams.Build internal and external training programmes.Develop leadership programmes for managers and future leaders.Create structured onboarding and 30/60/90-day programmes.Encourage internal mobility and cross-functional exposure.Build succession plans for critical positions.6. HR Operations & SystemsProfessionalise the HR infrastructure of the company.Establish clear HR policies, SOPs and processes.Implement/optimise HRMS and employee records.Digitise leave, attendance, payroll coordination, performance and documentation.Ensure accurate employee data and HR reporting.Establish clear SLAs for HR queries and employee requests.Build a central HR dashboard for management.Ensure statutory and employment compliance across relevant jurisdictions.Work closely with finance and external advisors on payroll and employment matters.Objective: HR should become predictable, process-driven and data-led.7. Employee RelationsAct as a trusted but objective point of contact for employees and leadership.Handle employee grievances and workplace conflicts.Investigate sensitive employee matters objectively.Support managers in difficult people decisions.Manage disciplinary processes where required.Conduct exit interviews and identify recurring organisational issues.Ensure consistent application of company policies.Maintain confidentiality and professional judgement in sensitive matters.8. HR Analytics & Management ReportingMove HR from administration to intelligence.Build a monthly HR dashboard covering:HeadcountHiring pipelineTime-to-hireCost-to-hireAttritionVoluntary vs involuntary exitsEmployee tenurePerformance distributionCompensationAbsenteeismEngagement scoresOpen positionsHiring plan vs actualRevenue/headcount and productivity metricsProvide the CEO and leadership team with actionable insights, not just reports.Strategic ResponsibilitiesAs a member of the leadership team, you will also contribute to:Organisation designWorkforce planningNew geography expansionLeadership hiringSuccession planningCulture designM&A / integration-related people mattersBuilding international HR infrastructureEmployer brandingOrganisation-wide transformation initiativesWhat We Are Looking ForMust Have8–12 years of progressive HR experience.Experience managing HR for a high-growth organisation.Strong understanding of talent acquisition, performance management and employee relations.Demonstrated ability to build HR systems from the ground up.Strong stakeholder-management skills.Excellent communication and interpersonal skills.Strong business understanding — you should understand how the company makes money, not just how HR works.High ownership and execution orientation.Ability to operate independently in an entrepreneurial environment.Strongly PreferredExperience in consulting, professional services, financial services, technology or a high-growth startup.Experience managing multi-location or international teams.Experience working directly with founders/CEOs.Experience implementing an HRMS.Experience designing performance and compensation frameworks.The Ideal PersonalityWe are looking for someone who is:High ownership — doesn't wait to be told what to do.High empathy, high standards — cares deeply about people without compromising performance.Commercially minded — understands that people decisions ultimately affect growth and profitability.Hands-on — willing to personally solve problems rather than delegate everything.Data-driven — uses evidence rather than anecdotes to make HR decisions.Discreet and trustworthy — comfortable handling highly sensitive information.Energetic — capable of bringing life and momentum into the organisation.Firm when required — capable of having difficult conversations with employees and senior leadership.First 90 DaysFirst 30 Days — DiagnoseMeet every functional leader.Understand organisation structure and reporting lines.Review current employees, open positions and hiring pipeline.Audit existing HR policies and processes.Analyse attrition and employee feedback.Identify immediate people risks.Establish baseline HR metrics.Days 31–60 — BuildIntroduce HR operating calendar.Establish hiring process and recruitment SLAs.Define performance-management framework.Create HR dashboard.Fix critical HR process gaps.Establish employee communication cadence.Begin compensation benchmarking.Days 61–90 — TransformLaunch performance framework.Implement career levels and role expectations.Launch engagement programme.Build annual workforce plan.Establish talent-review process.Present a 12-month People Strategy to the CEO.KPIs for the RoleThe Head of HR will ultimately be measured on:Quality of hiringTime-to-hireEmployee retentionEmployee engagementPerformance-management effectivenessManager effectivenessHR process efficiencyEmployee satisfaction with HRLeadership/talent pipelinePeople productivityThe ultimate objective:Build a high-performance organisation where great people join, perform, grow and stay — while making HR scalable enough to support 10x Global's next phase of growth.