Director – Human Resources

About Gruve

Gruve is an innovative software services startup dedicated to transforming enterprises to AI powerhouses. We specialize in cybersecurity, customer experience, cloud infrastructure, and advanced technologies such as Large Language Models (LLMs). Our mission is to assist our customers in their business strategies utilizing their data to make more intelligent decisions. As a well-funded early-stage startup, Gruve offers a dynamic environment with strong customer and partner networks.

About the Role:

The Director - Human Resources is a strategic and execution-focused leadership role responsible for building, institutionalizing, and scaling a robust people function. This leader will drive HR strategy, talent acquisition, governance, operational excellence, performance discipline, and culture-building initiatives across the organization.

This role requires a hands-on leader who can translate business strategy into structured HR execution while enabling scale, agility, and accountability in a fast-paced growth environment.

You will partner with business leaders to ensure HR initiatives are not only designed but executed with precision, measurable impact, and accountability. This role requires a hands-on leader who thrives in fast-paced environments and can translate strategy into structured execution.

Key Responsibilities

HR Strategy & Organizational Development

• Develop and execute a comprehensive HR strategy aligned with business growth objectives.
• Partner with leadership to design scalable organizational structures and workforce plans.
• Drive workforce planning, succession planning, and leadership pipeline development.
• Lead talent review frameworks and high-potential development programs.
• Establish culture-building initiatives aligned with company values and performance standards.
• Leverage people analytics and HR metrics to inform strategic decision-making.

Talent Acquisition & Employer Branding

• Own and lead end-to-end talent acquisition strategy across technical and non-technical functions.
• Build scalable hiring frameworks including sourcing strategy, structured interviews, and selection governance.
• Develop strong talent pipelines through lateral hiring, referrals, campus engagement, and strategic partnerships.
• Establish employer branding initiatives to position the company as a preferred employer in AI, cybersecurity, and cloud domains.
• Drive recruitment analytics including time-to-hire, cost-per-hire, quality-of-hire, and offer acceptance rates.
• Ensure strong onboarding frameworks to accelerate productivity and cultural integration.

HR Execution & Governance

• Drive end-to-end execution of HR processes including onboarding, performance cycles, compensation reviews, and policy rollouts.
• Establish strong governance, compliance, documentation, and process discipline.
• Create structured SOPs and tracking mechanisms across the employee lifecycle.
• Ensure statutory compliance and audit readiness across geographies.

Performance & Accountability

• Implement and institutionalize a rigorous performance management system with clearly defined KPIs.
• Ensure timely goal-setting, review cycles, documentation, and performance improvement plans where required.
• Drive leadership accountability in people management decisions.
• Align compensation and rewards with performance outcomes.

HR Operations Excellence

• Oversee payroll inputs, benefits administration, HRIS accuracy, and lifecycle management.
• Standardize and optimize HR processes across teams and locations.
• Build dashboards and reporting frameworks to track HR effectiveness and efficiency.
• Ensure seamless employee experience across touchpoints.

Stakeholder & Business Partnership

• Act as a strategic HR business partner to functional and business leaders.
• Translate business goals into actionable HR deliverables with measurable outcomes.
• Proactively manage manpower planning, hiring forecasts, and retention risks.
• Provide data-backed insights to leadership for people-related decisions.

Employee Relations & Culture

• Ensure fair, consistent resolution of employee concerns.
• Drive a culture of accountability, professionalism, and high performance.
• Maintain structured documentation and policy adherence.
• Strengthen employee engagement and retention initiatives.

Change & Transformation Management

• Lead execution of organizational restructuring, policy changes, and transformation initiatives.
• Develop structured communication and adoption plans.
• Monitor implementation and ensure smooth transition during periods of growth or change.

Qualifications

Education

Master’s degree in human resources, Business Administration, or a related field.

Experience

• Minimum 15-20 years of progressive HR experience.
• At least 5+ years in a senior HR leadership role.
• Experience in high-growth, technology, software, or services environments preferred.

Skills & Competencies

• Strong strategic and business acumen.
• Proven experience building HR systems from the ground up.
• Expertise in talent acquisition strategy and workforce planning.
• Strong leadership, communication, and stakeholder management skills.
• Data-driven decision-making capability.
• Deep understanding of HR compliance, governance, and best practices.
• Ability to thrive in fast-paced, high-growth environments.

What We’re Looking For

A builder mindset leader who can:

• Scale people systems in a growth-stage organization
• Balance strategy with hands-on execution
• Drive accountability and performance discipline
• Build strong talent pipelines
• Enable culture, capability, and long-term organizational success

If you are an experienced HR leader passionate about building an organization from the ground up, we invite you to be a part of our journey at Gruve!

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Why Gruve

At Gruve, we foster a culture of innovation, collaboration, and continuous learning. We are committed to building a diverse and inclusive workplace where everyone can thrive and contribute their best work. If you’re passionate about technology and eager to make an impact, we’d love to hear from you.

Gruve is an equal opportunity employer. We welcome applicants from all backgrounds and thank all who apply; however, only those selected for an interview will be contacted.