Position: Head – Human Resources
Location: Mumbai (preferably from promoter-driven or high-growth organizations)
Organization: Stirrup (Creative & Design-Led Services Firm)
Reporting to: Founding CEO
Team: Will build and lead the HR function from scratch
About Stirrup
Stirrup is undergoing a structured transformation from a founder-led creative services firm into a systemized, process-oriented organization. With a team size of ~130, the company operates in a highly creative and fast-paced environment, combining design, development, and content. The current focus is on stabilizing operations, strengthening internal systems, and scaling talent in line with aggressive revenue targets.
Role Overview
The role of Head – HR is a strategic and hands-on mandate requiring a senior HR leader to:
- Anchor and scale all HR functions including talent acquisition, performance management, and policy setting
- Act as a partner to the CEO and leadership team to institutionalize a performance- and process-driven HR culture
- Build, stabilize, and lead the HR team in line with the firm’s growth roadmap
Key Responsibilities
1. Talent Acquisition
- Lead recruitment operations with urgency and agility in coordination with search partners and agencies
- Act as the bridge between hiring agencies and the CEO; ensure sharp screening and alignment with business requirements
- Personally oversee hiring for niche and mid-to-senior level roles (e.g., Content Heads, Creative Leads, Project Managers)
- Address high early-stage attrition (0–6 months) through better expectation setting, onboarding, and role clarity
2. HR Systems & Processes
- Review, refresh, and institutionalize HR policies and processes (recruitment, performance, L&D, grievance, etc.)
- Establish KRAs, KPIs, and performance review cycles
- Stabilize recruitment and post-recruitment processes to reduce churn and improve candidate experience
- Launch and monitor ESOP implementation frameworks for key personnel
3. Culture & Organizational Design
- Navigate the informal, creative, founder-led culture with empathy while enabling structured HR practices
- Create mechanisms to improve retention, engagement, and career clarity—especially for early joiners
- Work closely with teams to understand drivers of early attrition and address root causes
- Help balance creativity with delivery-driven rigor during high-demand business cycles (e.g., April–August)
4. Team Building
- Build a lean but capable HR team under this role; structure can include one or two support roles
- Roll up sleeves where needed, especially in the initial months, until processes stabilize
- Create scalable frameworks for future HR team expansion aligned with organizational growth
Ideal Candidate Profile
- Experience: 12–18 years of HR leadership experience
- Background: Preferably from high-growth, promoter-led setups or hybrid environments (startups + established orgs)
- Industry: Open to industries—preference for exposure to creative/tech/startup/consulting/financial services sectors
- Skills:
- Strong understanding of HR operations, TA, performance systems
- Ability to manage change in a transforming organization
- Excellent stakeholder management and execution focus
- Hands-on and strategic mindset — able to "build while running"
Personal Attributes
- Agile and execution-focused
- High EQ, with an ability to work with creative teams and a founder
- Resilient in face of ambiguity and high-growth expectations
- Strong communication and interpersonal skills
Compensation
- Flexible based on experience and fit
- Finalization post conversations and assessment
