Head of Human Resources (HR Head)

• Define and execute a 3–5 year people and organization strategy aligned with DIPL’s growth ambitions.
• Design scalable organization structures, role clarity, career paths, and leadership layers across delivery, engineering, sales, and corporate functions.
• Lead workforce planning, succession planning, and leadership capability development.

• Own end-to-end hiring across technical, project, sales, and leadership roles.
• Build a structured and predictable recruitment engine—sourcing strategy, interview frameworks, assessment tools, and onboarding processes.
• Reduce dependency on ad-hoc hiring by creating sustainable talent pipelines.

• Design and implement a performance management system (KPIs / OKRs, appraisal cycles, rewards, and consequences).
• Institutionalize a culture of ownership, accountability, and execution excellence, particularly in project and delivery teams.
• Proactively manage high performers, capability gaps, and underperformance

• Design, build, and scale high-quality support teams that enable frontline execution, including: o HR Operations o Talent Acquisition o Learning & Development o Internal Communications
• Define clear service charters, SLAs, and accountability frameworks for support functions.
• Move support teams from reactive, people-dependent operations to process-driven, systems-enabled shared services.

• Build and institutionalize HR policies, SOPs, and employee handbooks suitable for a scaling organization.
• Ensure compliance with labour laws, statutory requirements, audits, and governance norms.
• Oversee payroll, attendance, leave management, and the complete employee lifecycle

• Act as a strategic partner to the Founder and senior leadership team.
• Support organizational change initiatives including professionalization, system adoption (HRMS, ERP), and role clarity.
• Coach first-time managers and leaders on people management, performance, and decision-making
• Clear organization structure, role definitions, and performance systems across .
• Predictable hiring and onboarding processes for critical roles.
• Strong central support teams operating with defined SLAs and accountability.
• Improved employee retention, leadership depth, and execution quality.
• Reduced founder dependency for people and support-related decisions.

• True greenfield mandate with authority to design systems from first principles.
• Direct impact on business outcomes—project delivery, leadership effectiveness, and scalability.
• Founder-level visibility and influence; HR decisions will shape company strategy.
• Opportunity to create a best-in-class people and support engine in a fast-growing system integrator.
• Clear path to evolve into a Chief People Officer / CHRO as the organization scales. For the right leader, this is an opportunity to leave a lasting institutional legacy.

• You are seeking a maintenance or administrative HR role.
• You are uncomfortable operating in ambiguity or founder-led environments.
• You avoid difficult conversations around performance, accountability, or exits.
• You prefer inheriting mature systems rather than building teams and processes from scratch.
• You see HR primarily as an employee-relations or event-management function rather than a business enabler.
• You are unwilling to be accountable for the effectiveness of support teams, not just HR. This role is demanding and requires strong judgment, backbone, and execution discipline.

• 8+ years of progressive HR leadership experience.
• Prior experience in IT services, system integration, infra-tech, engineering-led, or project-driven organizations.
• Experience building HR and support functions in mid-sized, scaling, founder-led companies.

• Strong grounding in organization design, performance management, and labor compliance.
• Highly execution-oriented with strategic depth.
• Comfortable building systems, teams, and culture from zero to scale.
• High credibility with leadership and employees alike.

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