Chief Human Resource Officer

Key Roles & Responsibilities

1) HR Strategy & Organization Building (RBM 2.0 Setup)

• Design RBMs

  HR organization structure

  for Corporate + Multi-site projects.
• Build HR governance:

  policies, SOPs, HR manuals, delegations, approval matrices

  .
• Set up

  HRIS / attendance / payroll systems

  with strong data discipline.

2) Bulk Hiring, Mobilization & Manpower Supply Chain (Core EPC Need)

• Own

  end-to-end workforce planning

  for welders, fitters, riggers, scaffolders, helpers, supervisors, engineers, QA/QC, safety, planning.
• Create

  manpower mobilization engine

  : vendors, labour contractors, databases, sourcing channels, trade tests, onboarding.
• Build

  trade-test + skill matrix

  (WPS-based weld tests, fitter skill checks, scaffold tags, etc.).
• Ensure fast ramp-up/ramp-down for shutdowns and peak schedules with minimal leakage.
  

3) Industrial Relations (IR) & Site Discipline

• Drive

  site discipline systems

  : shift rosters, gate control, productivity discipline, grievance redressal, code of conduct.
• Handle IR issues proactively: unions, local issues, conflict resolution, escalation management.
  
• Establish

  camp discipline & welfare

  (accommodation, food, safety culture) to reduce absenteeism and attrition.

4) Statutory Compliance (High Priority)

• Ensure full compliance for all sites and contractors:

  PF, ESIC, PT, LWF, CLRA, Shops & Establishment, bonus, gratuity, wage registers

  , etc.
• Build statutory audit readiness: inspections, notices, documentation, contractor compliance tracking.
  
• Create a compliance calendar and

  site compliance dashboards

  .

5) Payroll, Attendance, Contractor Billing Controls

• Implement end-to-end payroll operations: attendance capture, OT rules, wage structures, deductions, advances, settlements.
  
• Set standard processes for

  contractor labour bills

  with attendance linkage, rate validation, and recovery controls.
• Drive reduction in payroll leakages:

  duplicate headcount, ghost manpower, unauthorized OT, wrong designations

  .

6) Performance Management, KRA/KPI & Accountability

• Design and implement

  KRA/KPI framework

  for corporate + project roles (execution, planning, stores, QA/QC, safety, commercial).
• Run monthly performance rhythm: reviews, corrective actions, reward/penalty framework.
  
• Build “ownership culture” and reduce dependence on individuals.
  

7) Training & Capability Building (Top-Notch Team)

• Create training system: induction, safety, productivity, leadership, supervisors’ toolkit.
  
• Build

  second line leadership pipeline

  for project heads, site admins, HR executives, and discipline leads.
• Implement L&D calendar with measurable outcomes (productivity, safety, attrition).
  

8) Culture, Engagement & Retention

• Build RBM culture around

  discipline, safety, productivity, respect, and performance

  .
• Run structured engagement: awards, recognition, communication, grievance closure SLA.
  
• Create retention strategy for critical roles and skilled trades.
  

9) HR Analytics, Dashboards & Reporting

• Create dashboards:

  manpower strength, attrition, absenteeism, mobilization lead time, compliance score, wage cost per site, productivity correlation

  .
• Weekly reporting to leadership with clear actions and owner assignment.
  

Key Deliverables / KPIs

• Faster manpower mobilization (reduced lead time) and stable workforce.
  
• Lower attrition and absenteeism at sites.
  
• 100% statutory compliance and audit readiness (zero critical non-compliance).
  
• Payroll accuracy and reduced leakages.
  
• KRA/KPI performance system running across organization.
  
• Strong HR team built (corporate + site HR), SOP-driven operations.
  

Desired Candidate Profile

Experience

• 12–20 years

  in HR leadership in EPC / industrial projects / shutdown / multi-site workforce.
• Proven experience in

  bulk blue-collar hiring, contractor management, IR, compliance

  , and payroll governance.
• Exposure to refinery/petrochemical/fertilizer environments preferred.
  

Education

• MBA/PGDM in HR / Labour Laws; MSW also acceptable.
  

Skills (Keywords for Naukri Search)

CHRO, Head HR, EPC HR, Industrial Relations, IR, Labour Laws, CLRA, PF ESIC, Contractor Management, Bulk Hiring, Blue Collar Hiring, Payroll, Attendance, HRIS, Compliance, Manpower Mobilization, Workforce Planning, Performance Management, KRA KPI, Multi-site HR.

If you want, I can also write:

• (A)

  a shorter

  Naukri “About Company + Role Summary”

  version (more punchy),

• (B)

  a

  screening scorecard

  (10-point checklist) to shortlist the right CHRO, and

• (C)

  org structure for HR:

  Corporate HR + Site HR + Mobilization cell + Compliance cell

  .

  Role & responsibilities

Preferred candidate profile