Head Of Human Resources

1. About Puzzle Studio
Puzzle Studio is a fast-growing mobile game studio dedicated to creating engaging and high-quality casual games enjoyed by millions of players worldwide.
We believe that great games are built by great people. As we continue to scale, we are looking for an experienced Head of Human Resources to lead our people strategy, build scalable HR practices, and create an environment where talented individuals can thrive.
This is a strategic leadership role responsible for developing the company's people strategy while remaining hands-on in building HR processes, strengthening company culture, and supporting sustainable business growth.
2. Role Overview
As the Head of Human Resources, you will lead all HR functions across Puzzle Studio and partner closely with leadership to develop the organization as we continue to grow.
You will oversee the complete employee lifecycle-from attracting and hiring top talent to developing, engaging, retaining, and growing future leaders. This role is responsible for building scalable HR practices that support Puzzle Studio's long-term business growth while fostering a high-performance and people-first culture.
3. Responsibilities
3.1. HR Strategy & Organization Development
Develop and execute the company's overall HR strategy aligned with business objectives.
Partner with senior leadership on organizational planning and people strategy.
Build scalable HR policies, frameworks, and best practices.
Drive organizational design and workforce planning to support business growth.
Develop succession planning and leadership development programs.
3.2. Talent Acquisition & Talent Management
Develop and execute the company's talent acquisition strategy to attract high-performing candidates aligned with Puzzle Studio's long-term vision.
Build and strengthen Puzzle Studio's employer brand to position the company as an employer of choice within the gaming industry.
Continuously improve recruitment processes, hiring quality, and candidate experience.
Partner closely with hiring managers to identify workforce needs and build high-performing teams.
Develop and implement talent management strategies that support employee growth, engagement, and long-term retention.
Identify high-potential employees and establish succession planning initiatives for key positions.
Design career development frameworks, internal mobility opportunities, and Individual Development Plans (IDPs).
Implement employee retention initiatives and continuously improve employee engagement and satisfaction.
Monitor workforce trends, employee feedback, and retention metrics to proactively improve the employee experience.
3.3. Performance Management & OKR
Design and continuously improve the company's performance management framework.
Lead the company-wide OKR planning cycle and ensure alignment between company, department, and individual objectives.
Facilitate quarterly OKR planning, tracking, and review sessions with department leaders.
Build a culture of accountability, continuous feedback, and high performance.
Develop promotion, performance review, and talent evaluation processes.
3.4. Compensation, Benefits & Rewards
Design and continuously improve compensation and benefits programs.
Conduct salary benchmarking and annual compensation reviews.
Develop employee recognition and reward programs.
Partner with leadership to design long-term employee retention initiatives, including Employee Stock Ownership Plan (ESOP) programs where applicable.
Ensure compensation practices remain competitive and aligned with business goals.
3.5.Learning & Development
Design leadership development programs.
Build employee learning and development frameworks.
Support managers in coaching, feedback, and career development.
Develop Individual Development Plans (IDPs) for employees.
3.6. Employee Experience & Culture
Foster an engaging, collaborative, and high-performance workplace culture.
Lead employee engagement initiatives and company culture programs.
Drive internal communication and company-wide activities.
Support employee relations and conflict resolution.
Promote diversity, inclusion, employee well-being, and a positive workplace environment.
3.7. HR Operations & Compliance
Oversee onboarding and offboarding processes.
Ensure compliance with labor laws, company policies, and employment regulations.
Manage HR documentation, employee records, and HR systems.
Continuously improve HR operational efficiency and digital HR processes.
3.8. Leadership
Build, mentor, and develop the HR team.
Collaborate closely with Finance, Operations, Product, and department leaders to support business growth.
Present HR metrics, workforce insights, and organizational recommendations to senior leadership.
Act as a trusted advisor to leadership on people, organizational, and culture-related matters.