Head - People Success

Head - People Success Type: Full-time Location: Delhi NCR / Bhopal (Remote today; office-based once our India office opens) Experience: 15+ YOE in human resources, including proven global team building Reports to: President, India Manages: People Success function across India and the United States About Sutra.AI Sutra.AI is a complete 'Data to Value' AI business transformation platform designed specifically for Business Builders. Unlike other platforms that cater to AI Builders or large enterprises with substantial budgets, Sutra.AI is purpose-built for mid-market businesses without the need of AI expertise. Developed over 4 years, Sutra.AI is a patent-pending fully orchestrated AI SaaS platform. It identifies and executes AI use cases to enhance operational efficiency, customer experience, revenue growth, profitability, innovation, and risk reduction. Role Overview The Head - People Success is the single point of accountability for talent acquisition, org design, performance, total rewards, engagement, culture, people operations and statutory compliance across all geographies in which Sutra.AI operates. The role partners directly with the President (India), the founder and functional heads on structure, hiring sequence and workforce spend. It is expected to challenge those decisions with evidence, not to implement them unquestioned. Base Location should be Delhi NCR / Bhopal. What You'll Do 1. Talent Acquisition & Employer Brand Build the hiring engine end to end: role scorecards, structured interview loops, calibration standards and interviewer training.Own sourcing strategy and channel economics across inbound, referral, outbound, agency and partner channels; know the cost per hire and quality per channel.Own how Sutra.AI is perceived by the candidates we most want to attract, including careers presence, candidate experience and offer-stage conversion.Establish a house standard for job descriptions, levelling language and hiring collateral across all functions.Close the loop between scorecard and hire quality, and let that evidence reshape how future roles are scoped.2. Global Team Building & Employment Structure Design and run hiring, onboarding and people operations across India and the United States.Own contractor-versus-employee decisions, own-entity versus EOR calls, and regional employment contract structures; defend each call commercially.Build compensation benchmarking that holds across every market we hire in.Establish onboarding that produces productive contributors, not oriented ones, within a defined window.3. Org Design & Workforce Planning Partner with leadership on structure, spans, layers and hiring sequence, anchored to the operating plan rather than to demand.Build and maintain a rolling headcount plan tied to revenue and runway.Resolve reporting-line and title inconsistencies across the existing organisation and establish a single levelling taxonomy.Tell leadership when we are hiring the wrong role at the wrong time, and specify what to hire instead.4. Performance, Career Frameworks & Total Rewards Design career frameworks and competency ladders per function, defining what good looks like at each level.Build a performance cycle from first principles that managers and employees find useful, and that makes promotion decisions defensible.Own levelling, banding and the annual compensation cycle across both markets, including internal equity management.Own ESOP administration and the employee education that makes equity comprehensible.Build a recognition programme that rewards behaviour and outcomes rather than tenure.5. Engagement, Retention & Wellbeing Own team health as a measured number: eNPS, pulse surveys, skip-levels and stay interviews.Act on what listening mechanisms surface and close the loop visibly.Keep regretted attrition low, and diagnose the true cause behind every exit.Make working at Sutra.AI feel connected for people who may never share an office.6. Culture & Internal Communication Build the rituals, communication rhythms and feedback loops that make two time zones operate as one company.Establish written and verbal communication norms appropriate to a distributed, senior team.Keep culture deliberate rather than accidental as headcount grows.7. People Operations & Compliance Own HRIS selection and implementation, policy, payroll coordination and the people data layer.Own statutory compliance in India (PF, ESI, POSH, gratuity, S&E, labour codes) and equivalent obligations in the United States and any subsequent geography.Build documentation and audit readiness ahead of customer, investor and certification requirements. Our customers operate in healthcare, financial services, aviation and defence-adjacent sectors and will audit our controls.Partner with Engineering and Platform on people-side controls relevant to ISO 27001, SOC 2 and equivalent frameworks.8. Leadership Coaching Act as a thought partner to the founders and functional heads .