Director – People & Culture

1. POSITION VACANT: Director – People . Culture, Reputed Social Impact Organization, New Delhi

2. ORGANISATION BACKGROUND:

Our client is a respected, mission-led non-profit organization working to drive sustainable social impact across multiple geographies in India. The organisation works closely with public systems and community platforms to deliver large-scale, field-driven interventions. With an expanding footprint and a growing, geographically distributed workforce, the organisation is entering an exciting phase of scale, institutional strengthening, and systems evolution.

3. JOB DESCRIPTION/ RESPONSIBILITIES:

The
Director – People . Culture will lead the organisation’s people function and play a central role in strengthening organisational effectiveness across a distributed and field-intensive operating environment. The role requires a strategic HR leader who can build and evolve scalable people systems, foster a strong and inclusive culture, and partner closely with senior leadership to align people priorities with organisational goals.

Key Responsibilities

(A) HR Strategy . Organisational Effectiveness

(1. Define and drive the organisation’s people strategy in alignment with long-term priorities and growth plans;

(2. Partner with senior leadership on organisational design, workforce planning, and structural alignment across multiple geographies;

(3. Lead initiatives to enhance organisational effectiveness, agility, and culture in a distributed operating model;

(4. Enable change management and support key transformation and scale-up initiatives.

(B) Talent Management . Leadership Development

(1. Oversee performance management frameworks to drive accountability, clarity, and outcomes;

(2. Lead succession planning and leadership development initiatives, including identification of high-potential talent;

(3. Strengthen internal talent pipelines and build leadership depth across functions and locations;

(4. Champion a culture of continuous learning, feedback, and capability building across the organisation.

(C) Talent Acquisition . Employer Positioning

(1. Provide strategic oversight to recruitment across leadership, technical, and field roles;

(2. Strengthen hiring frameworks to ensure consistency, quality, speed, and alignment with organisational values;

(3. Build long-term talent pipelines aligned with current and future organisational needs;

(4. Strengthen the organisation’s positioning as an employer of choice in the social impact sector.

D) HR Operations, Governance . Compliance

(1. Ensure robust HR systems, policies, and processes to support scale, efficiency, and consistency;

(2. Oversee end-to-end employee lifecycle management across a distributed workforce;

(3. Strengthen HR systems, data practices, and HRIS-enabled processes for improved decision-making;

(4. Ensure compliance with labour laws, statutory requirements, and governance standards;

(5. Guide benefits administration, contracts, and HR documentation frameworks.

(E) Culture, Engagement . Employee Relations

(1. Shape and sustain a values-driven organisational culture grounded in integrity, inclusion, and accountability;

(2. Drive employee engagement and internal communication strategies across locations;

(3. Oversee employee relations, including grievance management and workplace conduct;

(4. Ensure adherence to POSH and ethical workplace practices;

(5. Foster a safe, inclusive, and collaborative work environment.

4. QUALIFICATIONS, EXPERIENCE AND COMPETENCIES:

Qualifications and Experience:

(1. Postgraduate degree in Human Resources, Business Administration, or a related discipline;

(2. Approximately 14–18 years of progressive experience in Human Resources, with a track record of leading HR strategy and organisational initiatives;

(3. 4–7 years of experience in senior HR leadership roles, including partnering with executive leadership on people and organisational priorities;

(4. Demonstrated experience in organisational development, talent strategy, and culture-building initiatives;

(5. Strong understanding of labour laws, statutory compliance, and HR governance frameworks in India;

(6. Experience managing HR in multi-location or distributed team environments;

(7. Experience in the development/ social impact sector, particularly in organisations working closely with public systems, would be advantageous.

Skills and Competencies:

(1. Strong leadership and stakeholder management skills;

(2. Expertise in talent management and organisational development;

(3. Knowledge of labour laws and HR compliance in India;

(4. Strategic thinking with strong operational execution capability;

(5. High emotional intelligence and strong people orientation;

(6. Ability to work in a dynamic, mission-driven and evolving environment.

5. COMPENSATION OFFERED:

A highly competitive compensation package will be offered, commensurate with the candidate’s qualifications and experience.

6. LOCATION: New Delhi (with occasional travel to field locations)

7. REFERENCE: DPC-SIO

8. CONTACT INFORMATION:

Team SAMS

Strategic Alliance Management Services P Ltd.

1/1B, Choudhary Hetram House, Bharat Nagar

New Friends Colony, New Delhi 110 025

Phone Nos.: 011- 4081 9900; 4081 9926

9. APPLICATION PROCESS:

Eligible candidates interested in this position are requested to apply online at https://www.samsstc.com/Jobs/job-description/director-people-culture-reputed-social-impact-organization-delhi/526 by or before May 3, 2026.