Complyance
Website:
complyance.io
Job details:
About Complyance:
- Complyance is building a global e-invoicing and tax-compliance platform delivered through a unified interface, helping businesses meet complex, country-specific e-invoicing requirements quickly and reliably.
- We're a growing team of engineers, product builders, operators and go-to-market professionals across India, the Middle East and Asia-Pacific. Our People & Culture team is based in our India Global Capability Centre (GCC) in Chennai, managing Group-wide People operations across all entities and geographies.
- As we expand and welcome more experienced leaders, we want People systems that create clarity and fairness without slowing the company down — and a culture where people feel respected, supported, challenged and proud of their work.
The Opportunity:
- We're looking for our first senior People & Culture leader - someone who will lead the function from our India GCC, own Group-wide People operations end-to-end, and work directly with the founders, shaping how we hire, onboard, develop, reward and retain people as we scale.
- You'll inherit a reliable foundation: our HR Operations & Generalist Associate has run day-to-day HR and Keka for two years. You'll lead and develop this team member while building the strategic, managerial and global People capabilities the company now needs.
- This isn't a maintain-the-system role — you'll have the authority to design it and the responsibility to make it work, thinking strategically, operating hands-on, and handling sensitive people matters with empathy and sound judgment.
What You Will Own:
Build the People Function
- Create Complyance's People strategy, roadmap, operating rhythm and policies
- Translate company plans into workforce, hiring and organization priorities
- Build a People dashboard covering headcount, hiring, attrition, engagement, costs and risks
- Advise founders and leaders on org design, role clarity and succession
Hire and Onboard Great People
- Build a structured recruiting process from role intake through offers and candidate communication
- Partner with functional leaders on hiring across engineering, product, delivery, revenue, finance and operations
- Improve candidate experience and build our employer brand and referral programme
- Build Complyance Immersion from 0→1 — a structured first-month experience covering our people, customers, products and values through conversations, shadowing and cross-functional exposure, not just presentations
- Ensure every new employee gets the context, relationships, tools and support to succeed and feel part of one company
Strengthen People Operations
- Own Keka as our People system of record; improve data quality, workflows and self-service
- Establish reliable processes across the employee lifecycle — joining, role changes, promotions, exits
- Partner with Finance and specialists on accurate payroll, benefits and employment administration across geographies
- Protect employee information through appropriate access, retention and confidentiality practices
Build Fair Performance and Rewards Systems
- Develop role levels, compensation bands, review processes and promotion principles
- Partner with founders and Finance on ESOP administration and communication
- Introduce a lightweight performance and goal-setting approach with clear expectations and feedback
- Support managers through performance challenges and difficult conversations
Develop Managers, Culture, and Engagement
- Articulate Complyance's values and reflect them in hiring, feedback, recognition and promotion
- Coach first-time managers to set expectations, give feedback and support growth
- Build listening mechanisms with visible follow-through, and rituals that connect colleagues across locations
- Promote a culture of ownership, innovation, inclusion and psychological safety
Lead the People Team
- Manage, mentor and develop the HR Operations & Generalist Associate
- Create clear ownership between strategic People leadership and recurring HR operations
- Build a People team known for trust, responsiveness and dependable execution
- Recommend future People hires only when business scale justifies them
What Success Looks Like:
First 30 days
- Build trust with founders, leaders, managers and your People-team colleague
- Understand the organization, hiring plan, existing processes and immediate risks
- Map current HR operations and Keka workflows without disrupting what works
- Present a prioritized 12-month People roadmap
First 90 days
- Establish consistent hiring, onboarding and employee-lifecycle processes
- Design and pilot the first version of Complyance Immersion
- Improve People-data quality in Keka and clarify team responsibilities
- Address priority payroll/compliance gaps; launch a People dashboard and founder-reporting cadence
First 12 months
- Establish a scalable People operating system across hiring, operations, compensation, performance, compliance and engagement
- Make Complyance Immersion repeatable and measurable, adapted by role and geography
- Improve hiring effectiveness, role clarity, employee experience and retention
- Build a capable, trusted People team and give founders the insights to make better decisions
What We Are Looking For:
- 10+ years of progressive experience in HR or People roles, operating as a Senior Manager, Associate Director, Head of People or equivalent
- Evidence of building or materially scaling a People function — not just maintaining established processes
- Experience working directly with founders/CXOs and managing HR/People team members
- Hands-on capability across talent acquisition, HR operations, HRIS, payroll, compensation, performance, employee relations and compliance
- Strong knowledge of Indian employment practices, plus experience in at least one additional geography
- Good judgment on when to involve Finance, employment counsel, EOR partners or other specialists
- Confidence to advise founders honestly and empathy to support employees through difficult moments
- Excellent written and spoken English; based in Chennai or willing to relocate; open to travel
Helpful, But Not Essential:
- Experience in a startup, scale-up, GCC, B2B SaaS or technology company
- Experience building a People function or major People systems from 0→1
- Familiarity with Keka or a comparable HRMS; experience with EOR/PEO platforms or ESOP administration
- Exposure to the UAE, KSA, Malaysia, wider APAC, Europe or the US
- Experience with employer branding, POSH, People-data privacy or related security controls
You don't need to have solved every challenge listed above. We value breadth, learning agility, sound judgment, and the ability to bring in specialist help when required.
The Kind of Leader Who Will Thrive Here:
- You care about people and business outcomes in equal measure — listening before changing what works, but willing to make difficult decisions when clarity is needed. You can move between a founder-level strategy discussion, a recruiting problem, an HR-system workflow and a confidential employee conversation. You build simple systems, communicate with honesty, and understand that a People function is built through trust, not just policies and tools.
Compensation:
- We offer competitive senior-leadership compensation, including a meaningful ESOP grant aligned with the role's scope and impact.
Click on Apply to know more.
