About the Role:

The Head of HR is responsible for building a stable, high-performing workforce through a structured and data-driven talent lifecycle.

This role goes beyond traditional HR management. It focuses on retention strategy, onboarding excellence, leadership development, workforce health, and cultural alignment in a team outsourcing environment. The objective is to create predictable team stability that supports delivery performance and long-term business sustainability.

You will transform HR from reactive case handling into a strategic, system-driven function that balances strong foundations with agility. Working closely with Delivery leadership, you will ensure that people strategy directly strengthens client outcomes.

Key Responsibilities:

Talent Stability & Retention

Design and own the company-wide retention strategy
Use workforce data to identify turnover trends and risk patterns
Improve early-warning systems for disengagement and attrition
Translate exit insights into structured improvement initiatives
Reduce voluntary turnover through proactive, predictive actions

Onboarding & Lifecycle Management

Standardize and own the onboarding and adaptation framework (0–3–6 months)
Define clear 30-60-90 day milestones and accountability structures
Partner with Delivery to ensure onboarding aligns with real team performance needs
Reduce early attrition through structured integration processes

Leadership & Management Development

Design and implement a Team Lead competency framework
Strengthen middle management maturity through structured development pathways
Monitor leadership impact on retention and engagement
Introduce leadership health tracking and team-level variance analysis
Ensure leaders are equipped to maintain stable, engaged teams

Values-Driven Culture

Reinforce a structured customer-centric culture framework
Integrate customer impact awareness into onboarding and leadership programs
Embed client-focused behaviors into performance management
Monitor cultural consistency across teams and projects

Workforce Health & Engagement

Own and strengthen the company’s internal communication strategy
Develop structured communication rhythms that reinforce priorities and direction
Lead internal PR initiatives that promote company values, achievements, and milestones in the cooperation with Marketing
Design and implement recognition frameworks that reward performance and cultural contribution
Invest in culture-building initiatives that foster belonging, accountability, and pride
Ensure engagement programs are measurable and directly linked to retention and delivery performance
Create scalable engagement systems rather than activity-based initiatives

HR Systems, Analytics & Agility

Shift HR toward structured project ownership with measurable outcomes
Develop dashboards for retention, engagement, adaptation, and workforce risk
Integrate people analytics into leadership decision-making
Increase transparency through structured reporting
Oversee implementation of an integrated HR management system
Maintain strong governance while enabling flexibility in fast-changing environment

Strategic Partnership

Act as strategic advisor to Delivery leadership on workforce stability
Provide data-driven insights during escalation or performance risk scenarios
Support organizational design discussions with structured workforce analysis
Contribute to sustainable team growth without owning recruitment execution

What You Bring

Strong systems thinking with the ability to design scalable HR frameworks
A data-driven mindset and comfort working with workforce analytics
Experience strengthening retention and leadership maturity
Ability to balance structure with flexibility
Confidence partnering with operational leaders
A proactive, solution-oriented leadership style
Balance between long-term stability with short-term fixes

What You’ll Need

Proven experience as Head of HR, HR Director, or similar senior HR leadership role
Experience in performance-driven or client-facing environments
Strong understanding of retention strategy and talent lifecycle management
Strong knowledge of HR best practices
Experience implementing HR systems and reporting frameworks
Strong communication and influencing skills
BPO experience is a plus