Corporate HRBP & TA Lead

Key Responsibilities

1. Enterprise Talent Acquisition Leadership

• Provide strategic direction to the overall Talent Acquisition function covering project, plant, and corporate hiring.
• Build a centralized and future-ready TA framework focused on capability building, speed, efficiency, and quality of hires.
• Drive workforce planning and forecasting aligned with multi-vertical growthHighways, Railways, Metro, Solar, BESS, T&D and new diversification initiatives.
• Lead digital hiring transformation, talent pipeline creation, and leadership hiring.
• Ensure cost-efficient hiring models, strong vendor governance, and measurable recruitment performance dashboards.

2. Corporate HR Business Partnering

• Act as the primary HRBP for all Corporate Office employees, partnering with CXOs, Functional Heads and Leadership Teams.
• Lead organization-wide initiatives related to talent development, career progression, workforce productivity, and performance culture.
• Drive seamless execution of all HR lifecycle processes—from onboarding and JD/KRA alignment to confirmations, promotions, transfers, and separations.
• Strengthen employee engagement, culture-building, grievance management, and workplace discipline across corporate domains.

3. Strategic Workforce Planning & Manpower Budgeting

• Lead annual and long-term manpower budgeting in alignment with business strategy and P&L objectives.
• Conduct manpower productivity studies, resource mapping, and organizational sizing to support cost optimization and structural efficiency.
• Provide data-driven insights to support leadership decisions on new business, tender participation, and diversification opportunities.

4. Performance Management & Leadership Enablement

• Drive PMGM processes across corporate teams including goal setting, reviews, calibration, and leadership assessment.
• Partner with business leaders to identify high-potential talent and develop succession planning frameworks for critical roles.
• Lead capability-building initiatives in partnership with L&OD to strengthen leadership readiness and organizational agility.

5. HR Governance, Policy Framework & Corporate Excellence

• Ensure robust governance across all HR policies, SOPs, audits, and statutory requirements at the corporate level.
• Establish strong dashboards for HR Analytics, manpower trends, hiring performance, attrition insights, and strategic HR metrics.
• Champion digital enablement and HR systems (HRMS/SuccessFactors) to deliver consistent, data-backed decision-making.

6. Alignment with Company Vision, Strategy & Diversification

• Serve as a strategic partner to the CHRO and Management, ensuring HR strategies directly support business plans, growth strategy, profitability and operational efficiency.
• Contribute to organizational redesign, new vertical integration, and capability building required for diversified, sustainable business expansion.
• Actively support cultural transformation, leadership alignment, and long-term organizational health.

Required Skills & Competencies

• Strong leadership experience in EPC/Infrastructure or diversified engineering organizations.
• Expertise in enterprise Talent Acquisition, strategic workforce planning, and senior-level stakeholder management.
• Strong financial orientation with experience in manpower budgeting, cost modelling, and organizational optimization.
• Outstanding communication, people leadership, negotiation and influencing skills.
• High proficiency in HR Analytics, HRMS/SuccessFactors, and modern recruitment technologies.
• Ability to thrive in a fast-paced, diversified and growth-focused business environment.

Key Leadership Attributes

• Strategic mindset with deep business understanding.
• High integrity, ownership, agility, and execution excellence.
• Ability to create long-term frameworks while driving short-term outcomes.
• Collaborative leadership approach with strong interpersonal maturity.
• Forward-thinking and innovation-driven HR leadership style.