Head of Human Resources

Company Description

Sellability is a unique B2B2C business-accelerating organization focused on institutionalizing the real estate sales and marketing value chain. With a corporate portfolio built on quantifiable results, data-backed insights, and hard work, we deliver exceptional outcomes in project sales strategy and marketing. Our team, comprised of top professionals in sales, strategy, and marketing, boasts a successful track record of selling inventory worth over CR in the Indian real estate market. We specialize in product research and design, brand and product positioning, go-to-market strategy, demand generation through high-growth marketing, channel partner distribution management, and efficient end-to-end sales and marketing infrastructure.

Key Roles & Responsibilities

1. Talent Acquisition

· Drive the company's end-to-end recruitment strategy, execution, and metrics.

· Oversee and mentor the recruitment team, ensuring delivery across functions and levels.

· Develop long-term talent acquisition strategies aligned with business needs and market shifts.

· Identify sourcing channels (including campus/off-campus, social, referrals, agencies) and continuously optimize them.

· Maintain an active pipeline of top talent for critical roles across departments.

2. Manpower Planning & Budgeting

· Lead annual manpower planning in collaboration with department heads.

· Design, manage, and monitor the HR budget and reallocation across hiring cycles.

· Forecast workforce requirements based on growth plans, attrition trends, and upcoming projects.

· Ensure optimal headcount planning without compromising on talent quality.

3. Analytics & Workforce Insights

· Track and report key HR metrics (cost-per-hire, attrition, engagement, performance ratings, etc.).

· Provide data-driven recommendations on improving HR processes and talent strategies.

· Benchmark organizational performance against industry standards for proactive planning.

· Monitor ROI of recruitment and L&D programs.

4. Talent Management & Development

· Own the entire employee lifecycle: attraction, recruitment, onboarding, development, and retention.

· Create scalable career paths, internal mobility frameworks, and high-potential identification programs.

· Oversee the design and execution of L&D programs, technical upskilling, and soft-skills training.

· Develop employer branding initiatives to position the company as an employer of choice.

5. Performance Management

· Design and refine the performance management process (OKRs/KPIs/360-degree feedback).

· Enable a performance-driven culture through regular reviews, feedback mechanisms, and action plans.

· Identify high performers and future leaders through analytics and structured assessments.

· Integrate performance outcomes with promotion and reward cycles.

6. Compensation & Benefits

· Develop and manage the compensation philosophy, salary bands, and incentive structures.

· Conduct compensation benchmarking to remain competitive in the talent market.

· Ensure statutory and regulatory compliance in payroll, tax, PF, ESI, and other benefits.

· Create frameworks for variable pay, bonuses, and rewards aligned with business goals.

7. HR Operations & Compliance

· Oversee all core HR functions including payroll, employee records, leave management, and benefits.

· Drive initiatives around POSH compliance, grievance redressal, and policy creation.

· Maintain HRIS systems, dashboards, and employee data integrity.

· Ensure 100% compliance with all labour laws, company policies, and internal controls.

8. Employee Engagement & Culture

· Lead cultural transformation initiatives and foster an inclusive, collaborative work environment.

· Design and execute engagement programs based on employee feedback and business themes.

· Monitor and improve employee satisfaction, eNPS, and retention rates.

· Champion diversity, equity, and inclusion initiatives across all departments.

9. Communication & Leadership Support

· Serve as a strategic advisor to the CEO and senior leaders on HR and organizational matters.

· Cascade business vision and values across teams through consistent communication and storytelling.

· Influence decision-making with HR insights, talent risks, and organizational readiness assessments.

What We're Excited About in You

· Experience: 12–15 years in HR leadership roles, ideally in high-growth or transformation-stage organizations.

· Strategic Outlook: Strong ability to see the "big picture" and align people strategy to business shifts.

· Emotional Intelligence: High EQ and ability to handle complex interpersonal dynamics.

· Analytical Mindset: Experience in using data and metrics to drive business decisions and performance.

· Ownership & Agility: Self-starter who can work independently, solve problems, and lead from the front.

· Communication: Strong written and verbal skills with the ability to influence at all levels.

· Multi-tasking: Comfortable managing multiple priorities, people, and projects simultaneously.

· Adaptability: Strong decision-maker who thrives in a fast-paced, ever-evolving environment.

· Compliance & Integrity: Deep knowledge of HR laws and commitment to ethical practices.

Preferred Qualifications

· MBA or PGDM in Human Resource Management

· Experience in industries such as real estate, technology, consulting, or services is a plus.

· Exposure to digital HR tools, ATS, LMS, and HRIS platforms.

· Must be proficient in making compelling reports and dashboards.