Role and Responsibilities :- Strategic HR Leadership Partner with the CEO/COO and executive team to align the people strategy with business growth objectives across all regions. ● Design and evolve the organizational structure to support rapid scaling, new market entry, and service line expansion. ● Serve as a trusted advisor to leadership on organizational health, succession planning, and change management. ● Build HR analytics and dashboards to provide leadership with data-driven insights on attrition, engagement, hiring velocity, and workforce costs. Global Talent Acquisition Own the global talent acquisition strategy and hiring outcome for high-demand cybersecurity roles (SOC analysts, threat hunters, security engineers, consultants, operations and sales/pre-sales talent). ● Build employer branding that positions as an employer of choice in the cybersecurity industry. ● Develop innovative sourcing channels: university partnerships, cyber academies, certifications-based hiring, internal referral engines, and talent communities in multiple countries. ● Reduce time-to-hire and cost-per-hire while raising the quality bar. Talent Management & Development Design career pathways and technical/leadership competency frameworks tailored to cybersecurity roles. ● Build learning & development programs, including certification support (CISSP, OSCP, CEH, etc.), leadership pipelines, and cross-skilling initiatives. ● Implement a high-performance culture through robust goal-setting, performance reviews, and feedback mechanisms. ● Drive retention strategies for critical talent segments; own attrition analysis and countermeasures. Compensation, Benefits & Rewards Design globally consistent yet locally competitive compensation structures, benchmarked against cybersecurity and IT services markets. ● Build incentive plans (sales commissions, retention bonuses, ESOPs/LTIPs where applicable) aligned with business outcomes. ● Ensure pay equity, transparency, and market competitiveness across regions. ● Align with the COO on Finance to manage the annual salary budget and allocation Culture, Engagement & Employer Brand Champion and scale culture and values across a distributed, multi-country workforce. ● Drive employee engagement programs, pulse surveys, and action planning. ● Foster diversity, equity, and inclusion across all levels of the organization. ● Lead internal communication strategies that keep a fast-growing global team connected and aligned. HR Operations, Compliance & Systems Ensure full compliance with labor laws and employment regulations across all operating geographies (UAE, India, Saudi Arabia, Qatar, USA, APAC, and other regions as applicable). ● Oversee HRIS implementation/optimization, payroll coordination, onboarding/offboarding, and policy governance. ● Manage employment contracts, visa/immigration processes, and entity-level HR requirements for global offices. ● Establish scalable HR policies, employee handbooks, and grievance mechanisms. Team Leadership Build, mentor, and lead a distributed HR team (HRBPs, TA specialists, HR operations) across regions. ● Instill a service-oriented, business-first mindset in the HR function.
experience
20...Role and Responsibilities :- Strategic HR Leadership Partner with the CEO/COO and executive team to align the people strategy with business growth objectives across all regions. ● Design and evolve the organizational structure to support rapid scaling, new market entry, and service line expansion. ● Serve as a trusted advisor to leadership on organizational health, succession planning, and change management. ● Build HR analytics and dashboards to provide leadership with data-driven insights on attrition, engagement, hiring velocity, and workforce costs. Global Talent Acquisition Own the global talent acquisition strategy and hiring outcome for high-demand cybersecurity roles (SOC analysts, threat hunters, security engineers, consultants, operations and sales/pre-sales talent). ● Build employer branding that positions as an employer of choice in the cybersecurity industry. ● Develop innovative sourcing channels: university partnerships, cyber academies, certifications-based hiring, internal referral engines, and talent communities in multiple countries. ● Reduce time-to-hire and cost-per-hire while raising the quality bar. Talent Management & Development Design career pathways and technical/leadership competency frameworks tailored to cybersecurity roles. ● Build learning & development programs, including certification support (CISSP, OSCP, CEH, etc.), leadership pipelines, and cross-skilling initiatives. ● Implement a high-performance culture through robust goal-setting, performance reviews, and feedback mechanisms. ● Drive retention strategies for critical talent segments; own attrition analysis and countermeasures. Compensation, Benefits & Rewards Design globally consistent yet locally competitive compensation structures, benchmarked against cybersecurity and IT services markets. ● Build incentive plans (sales commissions, retention bonuses, ESOPs/LTIPs where applicable) aligned with business outcomes. ● Ensure pay equity, transparency, and market competitiveness across regions. ● Align with the COO on Finance to manage the annual salary budget and allocation Culture, Engagement & Employer Brand Champion and scale culture and values across a distributed, multi-country workforce. ● Drive employee engagement programs, pulse surveys, and action planning. ● Foster diversity, equity, and inclusion across all levels of the organization. ● Lead internal communication strategies that keep a fast-growing global team connected and aligned. HR Operations, Compliance & Systems Ensure full compliance with labor laws and employment regulations across all operating geographies (UAE, India, Saudi Arabia, Qatar, USA, APAC, and other regions as applicable). ● Oversee HRIS implementation/optimization, payroll coordination, onboarding/offboarding, and policy governance. ● Manage employment contracts, visa/immigration processes, and entity-level HR requirements for global offices. ● Establish scalable HR policies, employee handbooks, and grievance mechanisms. Team Leadership Build, mentor, and lead a distributed HR team (HRBPs, TA specialists, HR operations) across regions. ● Instill a service-oriented, business-first mindset in the HR function.
experience
20