HR Generalist | Scrabble

Posted on June 19, 2025

Job Description

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 <div align="center" style="text-align:center"> <hr align="center" size="3" width="100%" /></div> 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. <div align="center" style="text-align:center"> <hr align="center" size="3" width="100%" /></div> Role Overview The role of Head – HR is a strategic and hands-on mandate requiring a senior HR leader to: <ul> <li style="margin-bottom:11px">Anchor and scale all HR functions including talent acquisition, performance management, and policy setting</li> <li style="margin-bottom:11px">Act as a partner to the CEO and leadership team to institutionalize a performance- and process-driven HR culture</li> <li style="margin-bottom:11px">Build, stabilize, and lead the HR team in line with the firm’s growth roadmap</li> </ul> <div align="center" style="text-align:center"> <hr align="center" size="3" width="100%" /></div> Key Responsibilities 1. Talent Acquisition <ul> <li style="margin-bottom:11px">Lead recruitment operations with urgency and agility in coordination with search partners and agencies</li> <li style="margin-bottom:11px">Act as the bridge between hiring agencies and the CEO; ensure sharp screening and alignment with business requirements</li> <li style="margin-bottom:11px">Personally oversee hiring for niche and mid-to-senior level roles (e.g., Content Heads, Creative Leads, Project Managers)</li> <li style="margin-bottom:11px">Address high early-stage attrition (0–6 months) through better expectation setting, onboarding, and role clarity</li> </ul> 2. HR Systems & Processes <ul> <li style="margin-bottom:11px">Review, refresh, and institutionalize HR policies and processes (recruitment, performance, L&D, grievance, etc.)</li> <li style="margin-bottom:11px">Establish KRAs, KPIs, and performance review cycles</li> <li style="margin-bottom:11px">Stabilize recruitment and post-recruitment processes to reduce churn and improve candidate experience</li> <li style="margin-bottom:11px">Launch and monitor ESOP implementation frameworks for key personnel</li> </ul> 3. Culture & Organizational Design <ul> <li style="margin-bottom:11px">Navigate the informal, creative, founder-led culture with empathy while enabling structured HR practices</li> <li style="margin-bottom:11px">Create mechanisms to improve retention, engagement, and career clarity—especially for early joiners</li> <li style="margin-bottom:11px">Work closely with teams to understand drivers of early attrition and address root causes</li> <li style="margin-bottom:11px">Help balance creativity with delivery-driven rigor during high-demand business cycles (e.g., April–August)</li> </ul> 4. Team Building <ul> <li style="margin-bottom:11px">Build a lean but capable HR team under this role; structure can include one or two support roles</li> <li style="margin-bottom:11px">Roll up sleeves where needed, especially in the initial months, until processes stabilize</li> <li style="margin-bottom:11px">Create scalable frameworks for future HR team expansion aligned with organizational growth</li> </ul> <div align="center" style="text-align:center"> <hr align="center" size="3" width="100%" /></div> Ideal Candidate Profile <ul> <li style="margin-bottom:11px">Experience: 12–18 years of HR leadership experience</li> <li style="margin-bottom:11px">Background: Preferably from high-growth, promoter-led setups or hybrid environments (startups + established orgs)</li> <li style="margin-bottom:11px">Industry: Open to industries—preference for exposure to creative/tech/startup/consulting/financial services sectors</li> <li style="margin-bottom:11px">Skills: <ul style="list-style-type:circle"> <li style="margin-bottom:11px">Strong understanding of HR operations, TA, performance systems</li> <li style="margin-bottom:11px">Ability to manage change in a transforming organization</li> <li style="margin-bottom:11px">Excellent stakeholder management and execution focus</li> <li style="margin-bottom:11px">Hands-on and strategic mindset — able to "build while running"</li> </ul> </li> </ul> <div align="center" style="text-align:center"> <hr align="center" size="3" width="100%" /></div> Personal Attributes <ul> <li style="margin-bottom:11px">Agile and execution-focused</li> <li style="margin-bottom:11px">High EQ, with an ability to work with creative teams and a founder</li> <li style="margin-bottom:11px">Resilient in face of ambiguity and high-growth expectations</li> <li style="margin-bottom:11px">Strong communication and interpersonal skills</li> </ul> <div align="center" style="text-align:center"> <hr align="center" size="3" width="100%" /></div> Compensation <ul> <li style="margin-bottom:11px">Flexible based on experience and fit</li> <li style="margin-bottom:11px">Finalization post conversations and assessment</li> </ul>

Job Description