Head of HR | For a Leading QSR Brand | 12-15 Years of Exp.

Seeking a Head of Human Resources with 12–15 years of experience to lead the HR function at the corporate level. This senior role will shape the people strategy for a rapidly growing QSR enterprise, ensuring the organization structure, culture, and talent pipeline support aggressive expansion plans. The Head of HR will work closely with the executive team to drive strategic initiatives in talent management, organizational development, and culture-building, while also overseeing effective HR operations across all levels of the company.Key Responsibilities (Strategic & Operational):HR Strategy & Planning: Develop and implement a holistic HR strategy that aligns with theQSR division’s business goals. This includes workforce planning for expansion (opening newoutlets domestically and potentially internationally), talent strategy, and organizationaldevelopment plans. Leadership Development & Succession: Identify and develop high-potential talent forleadership roles. Implement succession planning for critical positions (restaurant managers,regional heads, corporate leaders) to ensure leadership continuity in a fast-growth scenario.Culture & Employer Brand: Champion a strong organizational culture that reflectsvalues of quality, customer-focus, and innovation. Drive initiatives to maintain high employeeengagement and low attrition, even as the workforce scales. Enhance the employer brand inthe market to attract top talent, highlighting the entrepreneurial and growth-orientedEnvironment.Compensation & Benefits Strategy: Oversee the design of competitive compensation andbenefits programs that balance cost control with employee motivation and retention.Regularly benchmark against industry standards (QSR/retail) and adapt policies to supportexpansion into new regions or countries (considering local norms and regulations).HR Policies & Compliance Oversight: Ensure that robust HR policies, SOPs, and governanceframeworks are in place and adhered to. Stay updated on labor law changes and ensure fullcompliance across all operating locations. Guide the team in handling complex HR issues orlegal matters, mitigating risk for the company.Operational HR Excellence: Supervise all HR functional areas – talent acquisition, training, HRoperations, and employee relations. Establish service level standards for HR support to storesand corporate offices. Leverage HR technology (HRIS, payroll systems) to improve efficiencyand data accuracy.Cross-Functional and Executive Collaboration: Serve as a trusted advisor to the BusinessHead (CEO) and other senior leaders on all people-related strategies. Participate actively instrategic planning forums, providing inputs on organizational capabilities and changemanagement for new initiatives (like entering the UK market or launching new businesslines).Change Management: Lead HR-driven change management efforts during expansions orreorganizations. For example, manage the HR aspects of launching operations in a newcountry, integrating new teams, or re-structuring departments to better meet business needs.Required Skills & Competencies:Strategic HR Leadership: Ability to craft and execute a long-term people strategy.Understands how to align HR initiatives with business objectives and can anticipate futuretalent and organizational needs.Influencing & Advising: Excellent advisory skills with the confidence to influence C-levelexecutives on critical HR decisions. Capable of balancing advocacy for employees withbusiness requirements to achieve win-win outcomes.Deep HR Knowledge: Extensive knowledge of HR best practices, labor laws, and HR trends inIndia. Strong command of all core HR functions and experience implementing HR programs atscale.Analytical & Data-Driven: Utilizes data and HR metrics to drive decisions (e.g., staffingmodels, compensation analytics, engagement survey results). Comfortable presenting data-backed insights to support policy changes or strategic initiatives.Leadership & Team Management: Proven track record of building and leading effective HRteams. Mentors HR professionals and builds the function’s capability to act as true businesspartners.Resilience & Problem-Solving: Thrives in a dynamic, high-growth environment. Able to remaincalm and make sound decisions in the face of challenges such as rapid scaling, culturalintegration, or conflict resolution.Preferred Background & Domain Expertise:Industry Background: Significant HR leadership experience in QSR, retail, hospitality, orconsumer-focused companies. Understanding of the operational challenges and workforcedynamics (including frontline workforce management) in these sectors.Education: MBA in HR or equivalent Master’s degree in a related field is highly preferred.Continuous learning through executive HR programs or certifications (like SHRM-SCP) is aPlus.Scale & Growth Experience: Hands-on experience in scaling an organization from a mid-sizeto a large workforce. Comfortable designing HR frameworks for a company doubling in size orentering new markets.International Experience: Exposure to HR management in international contexts (such assetting up HR for an overseas branch or adapting policies for a different country) isadvantageous. Familiarity with HR considerations for the UK or other markets adds value forglobal readiness.