AVP – People & Culture | ixigo
Job Description
Role Overview
We're looking for a Group AVP, People & Culture to architect the next chapter of ixigo's growth. This is not a traditional HR leadership role. You’ll run the people function of India’s most admired travel tech company, spanning multiple brands and geographies, shape its leadership teams, integrate acquisitions, use AI to reinvent how HR and the org works, and ensure we remain entrepreneurial even as we scale. You will also ensure the company adopts the best compliance and corporate governance practices given it is a listed company. You'll partner directly with the founders, CxOs and leadership teams across the group to build an organisation that attracts exceptional talent, develops leaders and nurture a culture where high performance and empathy reinforce each other.
What you'll do
Strategy & business partnership :
• Set and execute the group's people strategy in line with business goals across ixigo, Confirmtkt, Abhibus, and future brands.
• Partner with the founders, CxOs and business heads as a thought partner on org design, workforce planning, compensation, incentives, leadership decisions, and change management.
• Lead a team of HR business partners and line of business HR leaders to set the direction for the group-level people function. Own cultural integration and harmonisation for M&A;, aligning processes, playbooks, and philosophy across acquired entities.
Culture & employee experience :
• Build an empathetic, high-performance culture with clear norms around feedback, decision-making, and how the group works day-to-day.
• Run continuous listening (pulse checks, skip-levels, feedback loops) and act on the feedback, so satisfaction and engagement stay measurable.
• Strengthen culture across acquisitions without diluting what makes each business successful.
Talent & development :
• Own the full ixigem lifecycle: sourcing, hiring, onboarding, performance management, career development, and succession planning.
• Design L&D; programs that build depth in critical skills and prepare leaders for scale.
Total rewards & retention :
• Design competitive compensation and benefits (including ESOP/RSU frameworks for a listed entity) that attract and hold on to talent, especially in high-demand tech roles.
• Reduce attrition through targeted programs, recognition, and manager enablement.
AI, Data & HR operations :
• Embed AI across the employee lifecycle, from sourcing and screening to performance insights, employee support, and HR operations, with clear guardrails on where human judgment stays central.
• Use HR data to drive decisions on attrition risk, comp benchmarking, workforce planning, and program ROI.
• Own the HRIS stack and its evolution as the group scales.
Compliance, admin & offices :
• Own regulatory compliance across labor laws and local regulations wherever we operate, along with internal and external people-related audits.
• Drive admin teams to keep offices running smoothly and to hold global standards on anything that touches employee experience.
Team leadership :
• Lead, mentor, and grow a high-performing HR team across the group.
• Build a diverse and inclusive workplace where all employees are valued and respected.
Requirements
Function: Human Resources
Experience Level: Mid-Senior Level