Head Human Resource

POSITION PURPOSE-

The Head Human Resources is the senior-most people leader at RMX Industries and a trusted partner to the CEO in building an organisation capable of scaling with the companys ambition. The role owns the full people agenda across a workforce of 150+ WC employees at a manufacturing and export business serving more than 25 countries, spanning RMX India and the US entity, BluBird Industries Inc.

The incumbent will shape how RMX attracts, develops, rewards and retains talent, strengthen a performance-led culture anchored in the RMX 10 Commandments, and ensure that people policies and governance remain robust, compliant and audit-ready. The role calls for a leader who is equally credible with the boardroom and the shop floor, and who can translate business strategy into a clear and measurable

people strategy.

KEY ROLES & RESPONSIBILITIES

1. Talent Development and Management

• Define and drive the talent strategy for RMX, covering acquisition, onboarding, retention, internal

mobility and leadership succession for both white-collar and plant roles.

• Build a strong leadership pipeline through structured career roadmaps, succession plans for critical

positions and a talent review rhythm with the leadership team.

• Strengthen employer branding and the quality of hiring so that RMX is seen as an employer of choice in its industry and geographies.

2. People and Culture Management

• Champion a values-driven culture, embedding the RMXs value system into everyday leadership,

decision-making, communication and recognition.

• Partner with the CEO and leadership team to build manager capability, healthy employee relations and

a high-trust workplace across offices and plants.

• Design the people structures, rewards and recognition frameworks that sustain a culture of ownership

and accountability.

3. Performance Management

• Own a transparent, goal-linked performance management system, from KRA/KPI cascade and periodic

reviews to calibration and consequence management.

Celebrating 34 Glorious Years!

• Connect performance outcomes to rewards, development, promotions and confirmation decisions, and

address sustained under-performance with fairness and rigour.

• Provide leadership with timely, data-backed insight on organisational and individual performance.

4. Learning and Development

• Build a capability-led learning strategy for staff and workers, based on structured needs analysis,

role-based skill matrices and a quarterly training calendar.

• Develop managerial and leadership capability through programmes aligned to business priorities, while

strengthening technical and safety competence on the shop floor.

• Measure the effectiveness of learning investments and their impact on productivity, quality and retention.

5. Employee Engagement

• Create a meaningful engagement framework that connects staff and workers to the organisations

purpose, through communication, recognition, welfare and community initiatives.

• Listen systematically through surveys, forums and committees, and convert insight into visible action.
• Track engagement and retention indicators and report them regularly to the CEO.

6. Workforce Planning

• Partner with business and functional heads to translate growth plans into headcount, skill and

organisation-design requirements, aligned to budget.

• Maintain a clear organisation structure with defined roles, levels and reporting lines, and plan

proactively for critical vacancies and capability gaps.

• Monitor hiring cost, attrition and workforce productivity, and recommend corrective action.

7. Policy Drafting and Enforcement

• Frame, review and continuously refresh HR policies in line with Indian labour laws and applicable US

requirements, ensuring they are practical, communicated and acknowledged.

• Ensure consistent enforcement of policies and the Code of Conduct, and uphold statutory and

committee governance, including POSH, grievance redressal and works committees.

• Keep the organisation audit-ready for social, customer, CII and certification audits, and manage employee-relations and compliance risk with sound judgement.

EDUCATIONAL QUALIFICATION

• MBA / PGDM in Human Resources or Personnel Management from a reputed institute.
• Certifications in labour law, HR analytics, coaching or leadership development are an advantage.

EXPERIENCE & COMPETENCIES

Experience

• 15+ years of progressive HR experience, with at least 5 years in a senior leadership role in a

manufacturing or engineering organisation.

• Demonstrated experience of managing both white-collar and blue-collar workforces, and of working

closely with promoter-led or CEO-led leadership teams.

• Exposure to export-oriented businesses and to multi-entity or international HR, including the US, is preferred.

Competencies

• Strategic and business-minded HR leadership, with the ability to build and execute a people roadmap aligned to company growth.

Celebrating 34 Glorious Years!

• Strong working knowledge of Indian labour laws and statutory compliance, including the Factories Act,

POSH and allied legislation.

• Proven capability in performance management, talent and succession planning, and learning design.
• Sound judgement, integrity and the confidence to advise the CEO and challenge constructively.
• Excellent communication and stakeholder management, with an influential yet approachable style.
• Comfort with HR systems, data and dashboards, and a mindset to apply technology and AI to improve HR effectiveness.

TEAM STRUCTURE

The Head Human Resources leads the HR team, covering talent acquisition, people and performance

systems, learning and development, engagement and compliance, and works with plant and department

heads on shop-floor people matters. The role is expected to build bench strength within the team and

develop the next line of HR leaders.

KEY INTERFACES

Internal CEO and Managing Director, leadership team, department and plant heads, employee committees and all employees

External Executive search and recruitment partners, training and learning providers, auditors and certification bodies, legal counsel, and statutory and regulatory authorities.