Head of Human Resources

WHY JOIN AMPM?

This is more than an HR leadership roleits an opportunity to:

Build an organization from the ground up with significant strategic autonomy

Work directly with founders who value people as the core competitive advantage

Shape culture during a critical growth phase where your impact is maximized

Be part of a conscious organization built on core values of creativity, empathy, and future-focused thinking

Experience joy, growth and sense of achievement as the company scales

If you are a strategic HR leader who thrives on building high-performance cultures, making data-driven decisions, and driving measurable business impact - we want to hear from you.

Position : Head Human Resources (HR Head)

Reports To : CEO

Location : Noida, India

Role Type : Strategic Leadership

Department : Human Resources

ROLE PURPOSE

The Head of Human Resources is a growth-critical leadership position responsible for building a high-performance, conscious, and scalable organization that drives business excellence through people strategy.

This role goes beyond traditional HR support to become a strategic business partner focused on:

Attracting and hiring A-players who align with AMPMs vision and values

Building a performance-driven culture rooted in accountability and excellence

Designing scalable HR systems and processes that support rapid organizational growth

Embedding the AAW framework (Attitude, Aptitude, Willingness) throughout talent lifecycle

Driving measurable business outcomes through strategic people initiatives

Fostering an organizational mindset that integrates creativity, empathy, and future-focused thinking

This is a strategic leadership role, not an administrative support function.

KEY RESPONSIBILITIES

A. Strategic Workforce Planning

Develop and maintain a 3-year manpower roadmap aligned with revenue targets and business growth objectives

Conduct comprehensive workforce planning by department, identifying skill gaps and future talent needs

Design and implement succession planning frameworks for all critical and leadership roles

Build a robust leadership pipeline to ensure organisational continuity and growth readiness

B. Talent Acquisition & Recruitment Excellence

Design and implement a structured, scalable hiring system with clear evaluation criteria

Reduce Time-to-Hire (TAT) while maintaining quality standards through process optimization

Ensure AAW-based hiring through structured interview scorecards and assessment frameworks

Build and strengthen employer brand to attract top-tier talent

Establish recruitment metrics and continuously optimize hiring funnel efficiency

C. Performance Management System

Design comprehensive KPI-based performance framework aligned with business objectives

Integrate individual KRAs with company-wide OKRs to ensure strategic alignment

Implement quarterly performance review system with clear feedback mechanisms

Drive performance improvement plans and manage underperformance with courage and compassion

D. Culture & Employee Engagement

Cultivate conscious organizational culture aligned with AMPMs core values

Conduct regular employee engagement surveys and implement action plans based on insights

Design and implement conflict resolution frameworks that maintain team harmony

Lead leadership development initiatives to strengthen management capabilities

Foster inclusive environment that celebrates diversity and psychological safety

E. Learning & Development

Conduct skills gap analysis across all levels and departments

Design comprehensive L&D roadmap aligned with business strategy and individual growth paths

Build internal capability to develop homegrown talent

Develop first-line managers through structured leadership development programs

Track learning effectiveness and ROI on development investments

F. HR Operations & Compliance

Establish comprehensive HR policies and governance frameworks

Ensure 100% payroll accuracy and statutory compliance in partnership with External consultant

Structure and manage ESOP programs to drive long-term employee ownership in partnership with Finance department

Implement and optimize HRMS for process automation and data-driven insights

Maintain audit-ready documentation and compliance standards

G. Organizational Effectiveness

Document role clarity for all positions with clear responsibilities and success metrics

Identify and eliminate organizational redundancy to improve efficiency