Global Head of People & Culture

Role Purpose

The Head of People & Culture is responsible for shaping and leading TAC Security's people strategy, ensuring an exceptional employee experience throughout the employee lifecycle. This role combines strategic HR leadership with a strong focus on organizational culture, employee engagement, leadership development, talent management, and employer branding.

The ideal candidate will build a people-first culture that drives innovation, collaboration, accountability, and business growth while ensuring HR operations, compliance, and talent practices support the company's global expansion.

Key Responsibilities

People Strategy & Organizational Development

• Develop and execute the People & Culture strategy aligned with TAC Security's business objectives.
• Partner with executive leadership to build a high-performing and scalable organization.
• Drive organizational design, workforce planning, and succession planning.
• Lead change management initiatives during business growth and transformation.
• Foster a culture of innovation, ownership, collaboration, and continuous improvement.

Talent Acquisition & Employer Branding

• Lead global talent acquisition strategies across Engineering, Cybersecurity, Product, Sales, Customer Success, Corporate Functions, and Leadership roles.
• Build and strengthen TAC Security's employer brand across global markets.
• Develop talent pipelines and workforce planning strategies.
• Improve recruitment quality, candidate experience, and hiring efficiency.
• Ensure hiring practices promote diversity, inclusion, and equal opportunity.

Employee Experience & Engagement

• Design initiatives that enhance employee satisfaction, engagement, and retention.
• Build a positive workplace culture focused on transparency, recognition, and collaboration.
• Conduct employee engagement surveys and implement improvement initiatives.
• Lead employee wellness, rewards & recognition, and culture-building programs.
• Create meaningful employee communication strategies across global teams.

Performance & Talent Management

• Design and manage performance management frameworks including OKRs, KPIs, goal setting, and performance reviews.
• Drive a continuous feedback culture supported by regular coaching and development conversations.
• Identify high-potential employees and develop succession plans.
• Support managers in performance coaching and talent development.

Learning & Leadership Development

• Develop learning and development programs aligned with organizational goals.
• Build leadership capability through structured development programs.
• Create career progression and internal mobility frameworks.
• Promote continuous learning through certifications, training, and knowledge-sharing initiatives.

HR Operations & Compliance

• Oversee all HR operations including onboarding, offboarding, payroll coordination, attendance, leave management, HRMS, and employee records.
• Ensure compliance with employment laws, labor regulations, and company policies across operating regions.
• Develop and continuously improve HR policies, SOPs, and governance frameworks.
• Maintain accurate HR documentation and reporting.

Compensation & Rewards

• Design competitive compensation and benefits programs.
• Lead salary benchmarking and annual compensation reviews.
• Develop performance-based incentive and recognition programs.
• Ensure internal equity and market competitiveness.

Diversity, Inclusion & Wellbeing

• Promote a diverse, equitable, and inclusive workplace.
• Develop initiatives that support employee wellbeing, mental wellness, and work-life balance.
• Create programs that encourage belonging and collaboration across teams.

HR Analytics & Reporting

• Monitor and analyze key HR metrics including:
• Headcount growth
• Hiring metrics
• Attrition
• Employee engagement
• Performance outcomes
• Learning effectiveness
• Diversity metrics
• Provide actionable insights to leadership for informed decision-making.

Leadership & Team Management

• Build, mentor, and develop a high-performing People & Culture team.
• Foster collaboration across departments and global offices.
• Drive operational excellence and continuous improvement within the HR function.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.
• MBA/PGDM in Human Resources or equivalent preferred.
• 10–15+ years of progressive HR experience, including leadership roles in People & Culture or Human Resources.
• Experience in technology, cybersecurity, SaaS, or other high-growth organizations.
• Strong knowledge of Indian labor laws and exposure to global HR practices