People & Talent Head

This role is for one of Weekday's clientsSalary range: Rs 1800000 - Rs 3000000 (ie INR 18 - 30 LPA)Min Experience: 5+ yearsLocation: GurgaonJobType: full-timeWe are looking for a People & Talent Head to build and lead the organization's talent and people function from the ground up.This is not a traditional HR leadership role focused primarily on managing established processes. This is a foundational builder role for someone who can create the talent engine, people systems, hiring standards, and culture required to scale a high-growth organization.As the company enters its next phase of growth, talent quality will become one of its most important competitive advantages. The People & Talent Head will play a critical role in determining who joins, who grows, who stays, and how the organization's culture evolves at scale.You will work closely with the founders and leadership team to build high-quality, scalable, and practical people systems while remaining deeply hands-on during the early stages.RequirementsKey Responsibilities2. Founder-Aligned Hiring & Culture Building3. Performance, Growth & Retention4. People Operations & HR Infrastructure5. Leadership & Manager Enablement Talent Acquisition & Hiring ExcellenceOwn end-to-end hiring across leadership, mid-level, and high-impact entry-level rolesBuild and implement scalable hiring strategies and playbooksDevelop sourcing strategies across referrals, top campuses, lateral hiring, and other relevant talent channelsPersonally source, screen, interview, and close high-quality candidatesContinuously raise the hiring bar as the organization scalesBuild structured and effective interview processes that evaluate ownership, problem-solving ability, judgment, and cultural alignmentWork closely with founders to translate organizational values and expectations into clear hiring signals and evaluation frameworksBuild systems that ensure strong alignment between candidates and the organization's cultureProtect the quality of talent and culture by making thoughtful hiring decisions, even under aggressive growth timelinesEstablish clear standards around ownership, accountability, execution, and performanceBuild performance management frameworks focused on outcomes and impact rather than activity aloneDesign career and growth frameworks that reward ownership, capability, and performanceIdentify high-potential employees and create opportunities to accelerate their developmentDevelop effective feedback and performance review mechanismsImprove employee retention by creating clarity, fairness, growth opportunities, and strong manager relationshipsMonitor attrition and identify opportunities to reduce regrettable employee turnoverEstablish scalable and efficient people operations processesOversee payroll, employment documentation, contracts, compliance, EPF, ESIC, and other HR processesBuild simple, effective systems that support growth without creating unnecessary bureaucracyEnsure strong HR hygiene, documentation, and operational disciplineIdentify when additional HR operations or administrative support is required and build the function accordinglyPartner with managers and leaders on hiring, performance management, feedback, and people decisionsAct as a trusted advisor for complex employee and organizational mattersCoach managers to become stronger people leadersSupport leadership in making thoughtful and effective talent decisionsHelp the organization scale while preserving its speed, ownership culture, and entrepreneurial mindsetA Hands-On Builder RoleThis role begins as a deeply hands-on individual contributor position.Initially, you will personally drive key activities, including:Candidate sourcingJob description creationResume screeningInitial candidate conversationsInterview coordinationCandidate assessmentTalent closingHiring process designPeople operations setupThere may not be a large HR team in the early stages. Success in this role will come from strong judgment, execution, ownership, and the ability to build systems from scratch.As the organization grows, you will have the opportunity to design scalable processes and build a high-performing People & Talent team.This role is ideal for someone who is comfortable building first and delegating later.What We're Looking ForProven experience in Talent Acquisition, People Operations, HR Leadership, or building people functions within high-growth organizationsExperience owning end-to-end recruitment across multiple functions and seniority levelsStrong ability to identify and assess high-quality talentExperience working directly with founders and senior leadershipDemonstrated ability to build HR and talent processes from scratchStrong understanding of performance management, employee development, and retentionWorking knowledge of HR operations, payroll, employment documentation, and statutory complianceExcellent communication, stakeholder management, and negotiation skillsStrong judgment and the confidence to make difficult people decisionsA highly hands-on and execution-oriented mindsetKey CompetenciesTalent AcquisitionPeople StrategyHR OperationsPerformance ManagementEmployee Engagement & RetentionLeadership HiringStakeholder ManagementCulture BuildingStrategic ThinkingExecution & OwnershipProblem SolvingTeam BuildingEntrepreneurial MindsetWhy This Role Is UniqueThis is a rare opportunity to become a foundational People & Talent leader and build the organization's talent engine from the ground up.You will have significant ownership over the systems, standards, and decisions that shape the future workforce. Your work will directly influence the quality of hiring, organizational culture, leadership capability, employee growth, and the company's ability to scale successfully.You will not simply support growth.You will help determine the people who make that growth possible.Ideal CandidateWe are looking for a talent builder and people leader who combines strategic thinking with a strong willingness to execute.The ideal candidate understands that great organizations are built through exceptional people. They have strong judgment, high standards, and the ability to build practical systems without introducing unnecessary complexity.Most importantly, they are comfortable working in an entrepreneurial environment where ownership matters, ambiguity is common, and building from zero is part of the opportunity.