Head of Human Resources

Reports To Chief Executive Officer (or Chief Operating Officer / Managing Director)
The Head of HR will lead the human resources function at Stan, shaping and driving HR strategy that supports business goals, talent growth, organizational culture, and employee experience. This is a strategic leadership role: you will partner with the executive team, lead the HR team, and be accountable for all aspects of people operations, from recruiting and talent development to culture, performance management, and compliance.
Key Responsibilities
Strategic HR Leadership
Develop, own and execute the HR strategy, aligned to Stan’s business objectives and growth roadmap.
Serve as a strategic adviser to senior leadership on organizational structure, workforce planning, change management, and culture initiatives.
Anticipate future HR needs (e.g. talent gaps) and propose forward-looking people strategies.
Talent Acquisition & Workforce Planning
Lead and oversee recruitment, selection, onboarding processes to attract high‐quality talent.
Design workforce planning and forecasting models to ensure scalability.
Build and maintain employer branding and talent pipelines.
Performance, Learning & Development
Implement performance management frameworks that align with business goals.
Lead learning and development programs, leadership development, mentoring, and succession planning.
Ensure training needs are identified, programs executed, and outcomes measured.
Employee Engagement & Culture
Cultivate and embed a strong organizational culture, values, and employee experience.
Drive initiatives on employee engagement, feedback (surveys), retention, recognition, and internal mobility.
Champion Diversity, Equity & Inclusion (DEI) initiatives.
Compensation, Benefits & Total Rewards
Design and manage compensation strategy, salary structures, bonus/incentive plans, and benefits programs.
Benchmark and ensure competitiveness of total rewards.
Partner with finance to manage budgets for rewards and HR operations.
Employee Relations, Policies & Compliance
Oversee HR policies, handbooks, labor law compliance, and ensure updates as per statutory changes.
Lead resolution of complex employee relations matters, disciplinary actions, grievances.
Ensure compliance with all employment laws and regulations applicable in the jurisdictions Stan operates.
HR Operations & Technology
Optimize HR processes, systems, and workflows (HRIS, applicant tracking, performance tools).
Manage HR operations (payroll liaison, HR data, recordkeeping, reporting, HR analytics).
Monitor HR metrics & dashboards (e.g. turnover, hiring velocity, employee satisfaction) and present to leadership.
Team Leadership & Stakeholder Management
Lead, mentor, and develop the HR team. Establish clear KPIs, accountability, and career paths.
Collaborate with business unit heads, operations, finance, and other stakeholders to implement people initiatives.
Act as a change agent during mergers, reorganizations, expansions, or other strategic changes.
Qualifications & Experience
Bachelor’s degree in Human Resources, Business Administration, or related field. MBA or Master’s in HR is preferred.
5+ years of progressive HR experience, with at least 5 years in senior leadership roles.
Proven track record of leading HR in scaling organizations, preferably in a fast‐paced / tech / startup or high growth environment.
Deep knowledge of employment laws, HR best practices, policies, and compliance frameworks.
Experience with HR systems / technology, analytics, talent acquisition, performance & development frameworks.
Strong business acumen, strategic thinking, stakeholder management, and influencing skills.
Excellent communication, negotiation, conflict resolution, and interpersonal skills.
Experience in change management, organizational design, and culture building.
Track record of building high-performing HR teams.
Key Competencies & Skills
Strategic mindset & business partnership
Leadership & team development
Emotional intelligence & strong interpersonal skills
Problem-solving, analytics, decision-making
Change management
Coaching & mentoring
Influencing & stakeholder management
Adaptability, resilience, and working under ambiguity
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KPIs / Success Metrics
Time-to-hire, cost-per-hire, quality-of-hire
Employee retention / turnover rates
Employee engagement scores / Net Promoter Score
Internal mobility / promotion rates
HR operational metrics (e.g. HR process turnaround times, error rates)
Talent pipeline strength / succession readiness
Compliance metrics / audit results
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Working Conditions & Other Details
Full-time role
Some travel may be required (if Stan has multiple locations)
Flexible / hybrid work approach (if applicable)
Compensation: Competitive salary + incentives / benefits

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