<div>GreedyGame is an app growth and monetization platform. We empower app developers and help them grow their apps quickly and sustainably. We curate products and services, allowing developers to focus on creating world-class content while we handle the distribution and revenue maximization. We envision a world where mobile apps and games are heavily used. Our aim is to completely transform the app economy and make app development financially viable. We want to power innovative apps that solve problems and add value to users' lives on a daily basis.</div>

GreedyGame

GreedyGame is a fast-growing AdTech company operating across mobile monetization, programmatic advertising, user acquisition, Offerwall, SDK solutions, gaming and app-led businesses.
As we continue to scale our Technology, and Business teams across India and international markets, we are looking for an experienced HR Head&nbsp;who can work closely with leadership while owning critical people priorities end-to-end.
This is not a traditional HR role focused only on running established processes. We are looking for someone who is comfortable building structure in ambiguity, challenging existing ways of working, solving people problems hands-on and creating scalable HR practices as the organization grows.
The role will work closely with Founders, business leaders and managers and will have significant ownership over hiring, performance, organizational capability, employee experience and people operations.
Experience Required
<ul>
<li>7 years of overall HR experience, preferably within startup, product technology or high-growth organizations.</li>
<li>At least 6+ years of hands-on People Partner&nbsp;&nbsp;supporting Technology, Product or Business teams.</li>
<li>Demonstrated experience owning multiple HR functions rather than working within a highly specialized HR role.</li>
<li>Prior experience working directly with Founders, C-suite or senior business leaders is strongly preferred.</li>
</ul>
Role &amp; Responsibilities
<ul>
<li>Partner with Founders and functional leaders across Engineering, Product, Data, Business, Customer Success and Operations to translate business priorities into people strategies.</li>
<li>Own the complete employee lifecycle from workforce planning, hiring and onboarding through performance, development, engagement, compensation and exits.</li>
<li>Drive hiring across Technology, Product and Business functions, including niche and leadership roles, while improving sourcing strategy, interview quality, hiring TAT and candidate experience.</li>
<li>Build and strengthen GreedyGame’s performance management framework, including goal setting, OKRs, review cycles, calibration, performance improvement plans and development conversations.</li>
<li>Partner with managers on workforce planning, team structures, capability gaps, succession planning and high-performer development.</li>
<li>Build scalable onboarding and 30-60-90 day frameworks to improve new-hire productivity and early-stage retention.</li>
<li>Design and drive employee engagement, manager effectiveness, L&amp;D and retention initiatives based on organizational requirements rather than one-size-fits-all HR programs.</li>
<li>Own and continuously improve HR policies, SOPs and people processes as the organization scales.</li>
<li>Use people data including attrition, hiring funnel conversion, time-to-hire, performance trends, engagement/eNPS, headcount and retention to identify problems and recommend interventions.</li>
<li>Support GreedyGame’s India and APAC talent requirements, including international hiring and coordination with distributed teams where required.</li>
<li>Evaluate and improve the HR technology ecosystem, including HRIS, ATS, performance management, payroll and people analytics systems.</li>
<li>Handle sensitive employee relations and performance situations with maturity, confidentiality and appropriate documentation.</li>
<li>Build strong manager accountability while balancing employee experience with business outcomes.</li>
</ul>
Skills &amp; Qualifications Must-Have
<ul>
<li>8 years of HR experience with strong exposure to startup or product technology environments.</li>
<li>6+ years of HRBP / People Partner experience supporting Tech, Product or business teams.</li>
<li>Strong understanding of Technology &amp; Product hiring and talent markets.</li>
<li>Hands-on experience with Performance Management, OKRs, calibration and PIPs.</li>
<li>Strong stakeholder management and ability to partner with senior leadership.</li>
<li>Experience with HR analytics and data-driven decision making.</li>
<li>Understanding of compensation benchmarking and offer negotiations.</li>
<li>Working knowledge of Indian employment practices and HR compliance.</li>
<li>Hands-on experience with HRIS, ATS and performance management systems.</li>
<li>Strong written and verbal communication.</li>
<li>Ability to independently identify problems, create solutions and drive them to closure.</li>
<li>Comfortable working in a fast-moving and ambiguous startup environment where processes may need to be built from scratch.</li>
</ul>
Preferred
<ul>
<li>Experience within AdTech, MarTech, Gaming, Consumer Internet, SaaS or mobile-first technology businesses.</li>
<li>Experience building HR functions or processes from 0→1.</li>
<li>Exposure to APAC/global hiring and distributed teams.</li>
<li>Experience supporting organizations through a high-growth or scaling stage.</li>
<li>Exposure to organizational development, capability planning, manager development and L&amp;D.</li>
</ul>
What We’re Looking For
We are looking for someone who operates as a business partner first and HR professional second.
You should be equally comfortable discussing a difficult performance situation with a manager, building a hiring strategy for a niche engineering role, analysing attrition data, designing a new people process or challenging a leader when a people decision could create longer-term organizational problems.
The right person will bring structure without unnecessary bureaucracy, move quickly, take ownership and understand that HR in a growing startup requires both strategic thinking and hands-on execution.
Why GreedyGame
You will have the opportunity to work closely with leadership and directly influence how GreedyGame hires, develops, manages and retains talent as the organization scales.
This role offers significant ownership to build people practices that aren’t simply HR processes but systems that directly support&nbsp;business performance, organizational capability and long-term growth.