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Company profileRole Overview
The Head of HR will be a strategic partner to the CEO and CFO; will be a key architect in building a scalable, compliance-ready, and performance-oriented HR function. This is a build-and-scale mandate in a fast-growing and often unstructured environment. The role requires a strong hands-on operator who can establish systems, bring structure without bureaucracy, and build a world-class organisation over the next 4–5 years.
Core Mandate
Build the HR function from the ground up — systems, governance, policies, processes and culture.
Transition the organisation to IPO-grade and listed-company HR standards. • Establish strong HR operations across corporate and distributed hostel sites. • Oversee blue-collar workforce hiring and third-party payroll governance.
Ensure labour law compliance and audit readiness across all locations.
Key Responsibilities
1. HR Strategy & Institutionalisation
Develop and execute a comprehensive HR strategy aligned with ECL’s growth and public-market expectations. Design policies and SOPs across recruitment, performance management, compensation, compliance and employee lifecycle.
Build governance frameworks and HR MIS systems with board-ready reporting.
Partner closely with CEO and CFO on workforce planning and organisational design.
2. HR Operations Excellence (Hands-On)
Build robust end-to-end HR operations.
Oversee payroll governance including third-party payroll partners.
Ensure documentation discipline, audit preparedness and data accuracy. • Implement scalable HR technology and reporting systems.
Establish structured onboarding, performance and exit processes. This role demands operational depth — not just strategic oversight. 3. Blue-Collar Workforce & Site HR
Develop scalable hiring pipelines for hostel staff across locations.
Manage third-party payroll and contractor ecosystems.
Standardise people practices across all sites.
Travel regularly (4–5 days/month) to ensure alignment, compliance and cultural consistency. 4. Labour Law & Compliance
Ensure full adherence to labour laws and statutory requirements (PF, ESIC, Shops & Establishments, Contract Labour Act, etc.).
Build internal compliance audits and monitoring mechanisms.
Work closely with finance and legal to ensure listed-company governance standards.
Minimise regulatory and reputational risk.
5. Leadership in an Unstructured Environment
Operate effectively amid growth-stage chaos and ambiguity.
Demonstrate strong bias for action and execution discipline.
Prioritise effectively across competing demands.
Bring structure without slowing business momentum.
6. Team Building
Lead and mentor a small HR team (3–4 members initially).
Build future HR capability as the organisation scales.
Create a culture of accountability, responsiveness and ownership.
7. Culture & Stakeholder Management
Act as a trusted and discreet advisor to leadership.
Drive cultural alignment during IPO transition.
Build strong relationships across corporate teams, site managers and operational staff.
Champion ethical leadership and diversity.
Ideal Candidate Profile Experience:
12–18 years in HR with strong foundation in HR Operations, site compliance and distributed workforce hiring.
Preferred Background:
Manufacturing, hospitality, retail, facilities management or other industries with significant blue-collar workforce exposure.
Critical Capabilities:
Proven track record of building HR functions from scratch.
Strong labour law and contractor compliance expertise.
Experience in fast-scaling or IPO-transition environments preferred.
Comfortable operating in ambiguous, high-growth settings.
Excellent communication and board-level presentation capability.
High integrity, maturity and discretion.
Team Leadership: Experience managing lean teams and building scalable structures.
Travel: Willingness to travel regularly to operational sites.
Diversity Preference: Female candidate preferred, ceteris paribus.
What Success Looks Like (4–5 Years)
Fully institutionalised HR function aligned with listed-company standards. Strong compliance culture across all sites.
Scalable HR technology and MIS backbone.
High audit readiness and minimal compliance risk.
Credible and respected HR organisation trusted by leadership and employees.
Qualifications
MBA / Postgraduate degree in HR preferred.
Bachelor’s degree in business, Economics, Engineering or related discipline.
What We Offer
Direct partnership with CEO and CFO during a pivotal institutional phase.
Opportunity to build a best-in-class HR function from inception.
High-impact leadership role in a national platform.
Competitive compensation and performance-linked incentives.
A front-row seat in India’s education infrastructure growth story.
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