Director of Human Resources

Location: Gurugram, Haryana

Shift: US shift timing, 6:30 PM to 3:30 AM

Position Summary

The Director of Human Resources is a senior leadership role responsible for the full scope of the HR function, including talent acquisition, employee relations, performance management, compensation and benefits, learning and development, HR compliance, and organizational culture. Serving as a strategic partner to executive leadership, the HR Director translates business objectives into people strategies that attract, develop, and retain top talent while ensuring the organization operates in full compliance with employment laws and best practices.

This role is both strategic and hands-on: the HR Director sets the long-term people agenda while also leading day-to-day HR operations and mentoring the HR team.

Key Responsibilities

Strategic HR Leadership

Develop and execute a comprehensive HR strategy aligned with business goals and growth plans. Serve as a trusted advisor to executive leadership on organizational design, workforce planning, and people-related risks and opportunities. Build, lead, and mentor a high-performing HR team; set clear priorities, KPIs, and development plans. Champion company culture, values, and employee engagement initiatives across all levels of the organization.

Talent Acquisition & Workforce Planning

Own the end-to-end recruitment strategy, including employer branding, sourcing, selection, and onboarding. Partner with department leaders to forecast hiring needs and build succession pipelines for critical roles. Monitor recruiting metrics (time-to-fill, quality of hire, retention) and continuously improve hiring processes.

Employee Relations & Performance Management

Oversee employee relations, ensuring fair, consistent, and legally sound handling of concerns, investigations, and disciplinary matters. Design and administer performance management programs, including goal setting, reviews, feedback, and improvement plans. Coach managers on leadership, communication, and conflict resolution to strengthen team effectiveness.

Compensation, Benefits & HR Operations

Design and manage competitive compensation structures and benefits programs; conduct market benchmarking and annual reviews. Oversee payroll administration in partnership with finance, ensuring accuracy and timeliness. Manage HRIS and people data; deliver reporting and analytics that inform executive decision-making. Develop, maintain, and communicate HR policies, procedures, and the employee handbook.

Compliance & Risk Management

Ensure compliance with all applicable federal, state, and local employment laws and regulations (e.g., FLSA, FMLA, ADA, EEO, OSHA). Maintain required records, filings, and postings; lead responses to audits, claims, and agency inquiries. Oversee workplace safety, leave administration, and workers compensation programs. Deliver required training programs, including anti-harassment, safety, and manager compliance training.

Learning & Development

Build training and development programs that grow employee skills and leadership capability. Identify high-potential talent and create career-pathing and succession plans.

HR Systems & Foundational Projects (Key Deliverables)

Build and implement an HRMS covering attendance and time tracking, payroll processing, and compliance management, including vendor evaluation, selection, configuration, data migration, and company-wide rollout. Establish attendance and timekeeping policies and processes within the HRMS, with accurate reporting for payroll and management. Ensure the payroll and compliance modules support statutory requirements, filings, and audit-ready record-keeping. Develop, publish, and maintain a comprehensive Employee Handbook covering company policies, code of conduct, attendance and leave, compensation, benefits, and workplace standards; keep it current with changing laws and secure employee acknowledgments. Train managers and employees on the HRMS and handbook policies to drive adoption and consistent application.

Qualifications

Required

Bachelor's degree in Human Resources, Business Administration, or a related field. 8+ years of progressive HR experience, including 3+ years in an HR leadership role. Demonstrated experience across the full HR spectrum: talent acquisition, employee relations, compensation and benefits, performance management, and compliance. Strong working knowledge of employment law and regulatory requirements. Proven ability to build trusted relationships and influence at all levels, from frontline employees to executives. Excellent judgment, discretion, and integrity in handling sensitive and confidential matters. Strong communication, coaching, and conflict-resolution skills. Proficiency with HRIS/HRMS platforms and people analytics; hands-on experience implementing or migrating an HRMS (attendance, payroll, compliance modules) strongly preferred. Experience writing and maintaining employee handbooks and HR policy documentation.

Preferred

Master's degree in HR, Business, or related discipline. SHRM-SCP, SPHR, or equivalent HR certification. Experience supporting both corporate and hourly/operations workforces. Experience leading HR through periods of rapid growth or organizational change.

Key Competencies

Strategic thinking with hands-on execution. Leadership and team development. Business acumen and data-driven decision-making. Emotional intelligence and empathy. Adaptability and change management. Confidentiality and sound ethical judgment.

What Success Looks Like

First 90 days: Full assessment of current HR practices, team, and compliance posture; HRMS requirements defined and vendor evaluation underway; Employee Handbook outline drafted.

First 6 months: HRMS implemented for attendance, payroll, and compliance tracking; Employee Handbook published and acknowledged by all employees; core processes standardized.

First year: HRMS fully adopted across the organization with reliable payroll and compliance reporting; measurable improvements in retention, time-to-fill, and manager capability.

Equal Opportunity Statement

We are an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other characteristic protected by applicable law.