AMPM
Website:
ampm.in
Job details:
WHY JOIN AMPM?
This is more than an HR leadership role—it’s an opportunity to:
• Build an organization from the ground up with significant strategic autonomy
• Work directly with founders who value people as the core competitive advantage
• Shape culture during a critical growth phase where your impact is maximized
• Be part of a conscious organization built on core values of creativity, empathy, and future-focused thinking
• Experience joy, growth and sense of achievement as the company scales
If you are a strategic HR leader who thrives on building high-performance cultures, making data-driven decisions, and driving measurable business impact - we want to hear from you.
Position : Head – Human Resources (HR Head)
Reports To : CEO
Location : Noida, India
Role Type : Strategic Leadership
Department : Human Resources
ROLE PURPOSE
The Head of Human Resources is a growth-critical leadership position responsible for building a high-performance, conscious, and scalable organization that drives business excellence through people strategy.
This role goes beyond traditional HR support to become a strategic business partner focused on:
• Attracting and hiring A-players who align with AMPM’s vision and values
• Building a performance-driven culture rooted in accountability and excellence
• Designing scalable HR systems and processes that support rapid organizational growth
• Embedding the AAW framework (Attitude, Aptitude, Willingness) throughout talent lifecycle
• Driving measurable business outcomes through strategic people initiatives
• Fostering an organizational mindset that integrates creativity, empathy, and future-focused thinking
This is a strategic leadership role, not an administrative support function.
KEY RESPONSIBILITIES
A. Strategic Workforce Planning
• Develop and maintain a 3-year manpower roadmap aligned with revenue targets and business growth objectives
• Conduct comprehensive workforce planning by department, identifying skill gaps and future talent needs
• Design and implement succession planning frameworks for all critical and leadership roles
• Build a robust leadership pipeline to ensure organisational continuity and growth readiness
B. Talent Acquisition & Recruitment Excellence
• Design and implement a structured, scalable hiring system with clear evaluation criteria
• Reduce Time-to-Hire (TAT) while maintaining quality standards through process optimization
• Ensure AAW-based hiring through structured interview scorecards and assessment frameworks
• Build and strengthen employer brand to attract top-tier talent
• Establish recruitment metrics and continuously optimize hiring funnel efficiency
C. Performance Management System
• Design comprehensive KPI-based performance framework aligned with business objectives
• Integrate individual KRAs with company-wide OKRs to ensure strategic alignment
• Implement quarterly performance review system with clear feedback mechanisms
• Drive performance improvement plans and manage underperformance with courage and compassion
D. Culture & Employee Engagement
• Cultivate conscious organizational culture aligned with AMPM’s core values
• Conduct regular employee engagement surveys and implement action plans based on insights
• Design and implement conflict resolution frameworks that maintain team harmony
• Lead leadership development initiatives to strengthen management capabilities
• Foster inclusive environment that celebrates diversity and psychological safety
E. Learning & Development
• Conduct skills gap analysis across all levels and departments
• Design comprehensive L&D roadmap aligned with business strategy and individual growth paths
• Build internal capability to develop homegrown talent
• Develop first-line managers through structured leadership development programs
• Track learning effectiveness and ROI on development investments
F. HR Operations & Compliance
• Establish comprehensive HR policies and governance frameworks
• Ensure 100% payroll accuracy and statutory compliance in partnership with External consultant
• Structure and manage ESOP programs to drive long-term employee ownership in partnership with Finance department
• Implement and optimize HRMS for process automation and data-driven insights
• Maintain audit-ready documentation and compliance standards
G. Organizational Effectiveness
• Document role clarity for all positions with clear responsibilities and success metrics
• Identify and eliminate organizational redundancy to improve efficiency
Click on Apply to know more.