Associate Director - Talent

Job Description: Associate Director – Talent at Anchanto India 

Location: Pune, India  |  Experience: 15+ years, with senior HRBP and global exposure  |  Industry: Enterprise B2B SaaS / Global Tech  |  Seniority: Senior  |  Team: 1–2 direct reports 

About the Role 

Anchanto is a global B2B SaaS company powering commerce for brands, retailers, logistics companies and enterprises across 12 countries — including Singapore, France, the UK, Malaysia and UAE. We are scaling fast, and the quality of our people decisions directly determines the quality of that growth. 

This role is Anchanto’s Performance & Retention Engine. You will own the quality of performance across the organisation — calibration rigour, talent reviews, succession depth, and manager effectiveness. You will drive regrettable attrition down by converting employee signals into org-level action before they become exits. You will be a trusted HR partner to senior leaders, translating business priorities into people decisions on org design, workforce planning, and team effectiveness. You will lead 1–2 HR professionals and bring the experience to operate in a business that runs across 12 countries every day. 

What Will Your Day Look Like? 

Strategic Business Partnering: Be the trusted HR partner for senior leaders and CXO across functions and geographies.  Translate business priorities into talent actions 

Performance Quality : Own performance quality across the organisation. Lead talent reviews and calibration with a sharp lens on performance vs. potential, critical roles, and succession depth. Enable managers to own team performance, not just report on it. 

Retention & Regrettable Attrition: Own the reduction of regrettable attrition. Analyse patterns across tenure, function, and manager. Convert employee signals — pulse data, skip-level insights, exit themes — into org-level actions.  

Talent Management & Succession Planning: Support the identification and development of critical talent across the organisation. Build and maintain a live succession bench for key roles. Map high-potential employees, track their readiness trajectory, and work with leaders to close gaps before they become business risk.  

Own the Employee Experience: Drive a consistent, high-quality employee experience across business units — from onboarding and engagement to career conversations and exits. Understand what employees feel and act on it before it becomes attrition. 

Lead and Grow Your Team: Manage 1–2 HR professionals. Set the quality standard, coach them to take on greater ownership 

How You Will Build at Anchanto 

Anchanto operates in 12 countries, serves enterprise customers with mission-critical platforms, and is growing across geographies simultaneously. This role exists because we believe the quality of our people decisions — on performance, retention, and manager effectiveness — directly determines the quality of that growth. You are not a support function here. You are an owner of outcomes. 

As AD – Talent, you will work directly with CXOs and directors and brings a point of view on performance and retention, that drives decisions forward 

The performance and retention work you own is not separate from your business partnering — it is what makes your partnerships credible. When calibration is rigorous, managers trust the process. That connection between what you own and what the business feels on the ground is what makes this role unusually impactful. 

Skills and Experience Needed for This Job 

15+ years of HR experience with significant senior HRBP roles in a high-growth technology or SaaS company.  

Genuine global experience: You have operated across multiple geographies  

Strong track record as a strategic partner: You have worked directly with senior leaders and influenced organisation-level people decisions  

Talent Management & Succession: Key roles have named successors with visible readiness timelines. Talent reviews result in concrete actions — promotions, development moves, or managed exits — not just documentation.  

Manager Effectiveness track record: You have measurably improved the quality of managers 

Experience leading HR professionals: You have managed or mentored team members and know how to raise the quality of HR work in a small, lean team. 

Analytical mindset: You use data to make the case and to catch problems early  

What Success Looks Like 

Business Partnership Quality: Senior leaders actively involve you in org and people decisions. You are not informed after the fact — you are shaping the conversation. 

Employee Experience: Employees in your aligned business units feel supported, heard, and clear on their growth path. Engagement and retention improve in your areas. 

Manager Effectiveness: The quality of managers in your partnered functions improves visibly — in calibration rigour, performance conversation quality, and how they handle their lowest performers. You are not measuring attendance at workshops; you are measuring behaviour change. 

Retention & Attrition: Regrettable attrition in critical segments trends down. You are not waiting for exit interviews 

Global Consistency: HR philosophy and standards are consistent across geographies, with intelligent local adaptation 

Leadership and Ownership Traits You Must Have 

Business and Revenue Orientation: You understand how Anchanto creates value and which people decisions directly affect growth, delivery, and customer outcomes. 

Ownership and End-to-End Thinking: You see things through from diagnosis to outcome.  

High Accountability: You own failures as readily as wins and drive closure with clear actions, owners, and timelines. 

Global Mindset: You bring cultural intelligence to every decision. You know what to adapt and what to hold firm on. 

Performance Orientation: You believe performance is the most honest measure of whether HR is working. You set a high bar, hold it, and drive others to do the same. You are not satisfied with process compliance — you want outcomes. 

Execution Discipline: Plans you commit to get done. Follow-through is non-negotiable.