Head of Human Resources

Job Title:

Experience Required:

Location:

Position Overview:

The Human Resource professional will be a senior HR leader responsible for designing, implementing, and managing people strategies aligned with business objectives. The role encompasses leadership and delivery across multiple HR domains such as Compensation & Benefits, Employee Engagement, Performance Management, Organization Development, Learning & Development, HR Policy, Compliance, Strategy, and Talent Acquisition.

The incumbent will act as a strategic HR business partner and a key enabler of organizational capability, ensuring that HR processes drive performance, engagement, and growth.

Key Responsibilities

HR Strategy & Business Partnership

• Partner with business leadership to define and implement people strategies aligned with short- and long-term organizational objectives.
• Serve as a strategic advisor to the management team on workforce planning, structure, and capability development.
• Lead HR projects and transformation initiatives to strengthen culture, efficiency, and employee experience.
• Use HR analytics to provide data-driven insights for decision-making and organizational improvement.

Compensation & Benefits (C&B)

• Drive the annual compensation planning and review process in coordination with Corporate HR.
• Conduct benchmarking and internal parity studies to ensure competitiveness and equity.
• Oversee administration of incentive plans, variable pay, and reward & recognition programs.
• Provide inputs for C&B strategy formulation and manage adherence to compensation policies.

Talent Acquisition & Workforce Planning

• Lead end-to-end recruitment for leadership and critical positions within the assigned business unit or region.
• Partner with business heads to forecast manpower requirements and develop a proactive hiring plan.
• Strengthen employer branding initiatives to attract top talent.
• Ensure smooth onboarding, induction, and early engagement for new hires.

Performance Management & Talent Development

• Implement and continuously improve the performance management system (goal setting, appraisals, development plans).
• Facilitate calibration sessions to ensure fairness and alignment of performance ratings.
• Collaborate with organization teams to design programs for leadership and managerial effectiveness.
• Promote a culture of continuous feedback and accountability.

Organization Development (OD) & Culture Building

• Drive organization development interventions including change management, restructuring, and role alignment.
• Facilitate engagement initiatives that reinforce organzation's core values, culture, and performance orientation.
• Support leadership in managing change effectively during organizational transitions.
• Lead employee experience programs that enhance motivation, communication, and retention.

Learning & Development

• Identify capability gaps through competency mapping and performance analysis.
• Collaborate with business leaders and organization teams to develop targeted training roadmaps.
• Evaluate the effectiveness of training initiatives and measure ROI on learning programs.
• Drive leadership development and succession planning frameworks.

7. Employee Relations (White-Collar) & Engagement

• Build a positive, transparent, and performance-driven work environment.
• Serve as a trusted advisor to employees and leaders on HR policies, benefits, and career development.
• Manage employee grievances, ensuring fair and timely resolution in line with organizational values.
• Drive employee engagement surveys, analyze feedback, and implement action plans.

8. Policy, Compliance & Governance

• Develop, review, and update HR policies and SOPs in alignment with organizational needs and statutory requirements.
• Ensure compliance with all applicable HR-related legal and corporate standards.
• Maintain HR governance frameworks, internal controls, and process audits.
• Promote ethical HR practices and adherence to the company’s Code of Conduct.

9. HR Operations & Analytics

• Oversee HR processes including payroll coordination, HRMS data accuracy, and reporting.
• Maintain dashboards and KPIs on headcount, attrition, productivity, and other HR metrics.
• Leverage data analytics to enhance decision-making and improve HR service delivery.

Qualifications & Experience

Education:

Full-time MBA / PGDM in Human Resources or equivalent from a premier institute (e.g., XLRI, TISS, MDI, SCMHRD, etc.).

Experience:

o 18 years of progressive HR experience, with at least 15 years in a senior generalist/leadership HR role.

o Exposure to large, diversified, or project-based organizations (preferably in Engineering, EPC, Manufacturing, or Infrastructure).

o Demonstrated expertise in Compensation & Benefits, Talent Management, OD, and HR Strategy.

o Experience managing HR teams across multiple locations or business units.

Key Skills & Competencies

• Strong business acumen and strategic orientation.
• Deep understanding of modern HR practices and digital HR tools.
• Excellent leadership and stakeholder management skills.
• Analytical and data-driven decision-making capability.
• High emotional intelligence, communication, and influencing skills.
• Integrity, confidentiality, and sound professional judgment.

Reporting Structure

Reports To:

Supervises: