Head of People
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What you'll do
- Design a structured onboarding programme covering a new hire's first 90 days, cutting time-to-productivity across engineering and go-to-market teams
- Build Botsync's first formal retention strategy, using exit-interview data and engagement surveys to flag attrition risk before it becomes churn
- Own the annual engagement survey cycle, from design through action-planning with each function head
- Track and report attrition and retention metrics by function and tenure band to the leadership team every quarter
- Lead strategic manpower planning: translate the annual business plan into a headcount and hiring roadmap by function and market
- Design career pathways and a levelling framework for individual-contributor and management tracks, giving every employee a visible next step
- Partner with function heads to build a promotion and internal-mobility process that is transparent and consistently applied
- Own the annual compensation benchmarking exercise, working with Finance to keep pay bands competitive as the company scales toward Series C
- Set and maintain Botsync's HR policy framework (leave, benefits, performance management, code of conduct) across every market the company operates in
- Partner with Finance on payroll, benefits administration and headcount and compensation budget planning
- Ensure statutory HR compliance in each market Botsync operates in, working with local counsel and Finance where needed
- Own the HRMS platform, keeping employee records, policy documentation and reporting in one place
What they're looking for
- 10–15 years of HR/People leadership experience, including time in a head-of-function or VP People role
- Demonstrated experience building or scaling an HR function through a funding-stage transition (Series B to Series C or equivalent) at a technology or product company
- Track record designing and running end-to-end recruitment processes across multiple functions and markets, not just managing a recruiting team
- Experience building career pathways, levelling frameworks or promotion processes from scratch
- Direct experience partnering with Finance on compensation benchmarking, budget planning or payroll
- Comfortable operating in a small team with no fixed playbook, building processes rather than inheriting them
- Working knowledge of statutory HR requirements across India, Southeast Asia, ANZ and US
Nice to have
- Experience at a hardware, robotics or deep-tech company
- Familiarity with HRMS and ATS platforms used to manage employee records at scale
- Exposure to ESOP administration and equity compensation, relevant to Series B–C stage companies
- Experience setting up People functions across more than one country at the same time
Summarised by NextRaise from the employer’s description, which follows in full below.
Full description from employer
Botsync is Asia's leading robotics solutions provider, automating enterprise supply chains since 2017. We're a Singapore-based robotics and automation company building autonomous mobile robots (AMRs) and intelligent orchestration software that transform warehouse and factory operations across APAC. We design, manufacture, and deploy intelligent robots, including our MAG series, that handle material movement at scale so humans can focus on higher-value work.
Botsync is scaling from Series B to Series C, and headcount growth across India, Singapore and other active markets is outpacing the people processes that got us here. This role owns the talent, retention and workforce-planning function that has to keep pace with it: twelve months in, success looks like a recruitment engine that can hire against an aggressive Series C headcount plan without time-to-fill ballooning, a retention strategy that has measurably cut regretted attrition, and a career-pathway and policy framework every function head can use without needing HR to translate it for them.
Key Responsibilities:
Onboarding and retention
- Design a structured onboarding programme covering a new hire's first 90 days, cutting time-to-productivity across engineering and go-to-market teams
- Build Botsync's first formal retention strategy, using exit-interview data and engagement surveys to flag attrition risk before it becomes churn
- Own the annual engagement survey cycle, from design through action-planning with each function head
- Track and report attrition and retention metrics by function and tenure band to the leadership team every quarter
Strategic workforce planning and career pathways
- Lead strategic manpower planning: translate the annual business plan into a headcount and hiring roadmap by function and market
- Design career pathways and a levelling framework for individual-contributor and management tracks, giving every employee a visible next step
- Partner with function heads to build a promotion and internal-mobility process that is transparent and consistently applied
- Own the annual compensation benchmarking exercise, working with Finance to keep pay bands competitive as the company scales toward Series C
HR policy and Finance partnership
- Set and maintain Botsync's HR policy framework (leave, benefits, performance management, code of conduct) across every market the company operates in
- Partner with Finance on payroll, benefits administration and headcount and compensation budget planning
- Ensure statutory HR compliance in each market Botsync operates in, working with local counsel and Finance where needed
- Own the HRMS platform, keeping employee records, policy documentation and reporting in one place
Requirements
Essential:
- 10–15 years of HR/People leadership experience, including time in a head-of-function or VP People role
- Demonstrated experience building or scaling an HR function through a funding-stage transition (Series B to Series C or equivalent) at a technology or product company
- Track record designing and running end-to-end recruitment processes across multiple functions and markets, not just managing a recruiting team
- Experience building career pathways, levelling frameworks or promotion processes from scratch
- Direct experience partnering with Finance on compensation benchmarking, budget planning or payroll
- Comfortable operating in a small team with no fixed playbook, building processes rather than inheriting them
- Working knowledge of statutory HR requirements across India, Southeast Asia, ANZ and US
Highly desirable:
- Experience at a hardware, robotics or deep-tech company
- Familiarity with HRMS and ATS platforms used to manage employee records at scale
- Exposure to ESOP administration and equity compensation, relevant to Series B–C stage companies
- Experience setting up People functions across more than one country at the same time
Benefits
- Competitive salary
- Comprehensive health benefits package
- Hustle of a young startup, always something to do and something to improve
- Opportunities for professional development and growth into management roles
- Collaborative and inclusive work environment
Company
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