Human Resource Transformation Lead

Job Title:

Location: Hyderabad

Designation: HR Transformation Lead

Job Purpose:

To drive HR transformation across SSEL, ensuring scalable HR operating models, process standardization, digital HRMS deployment, and workforce transition governance across all plants and business units. The role will enable smooth greenfield expansions, brownfield ram pups, vendor transitions, workforce redeployment, HR systems stabilization, and change communication—while ensuring statutory compliance, productivity continuity, and proactive employee relations.

Essential Duties & Responsibilities:

1.

• Lead HR transition planning for greenfield and brownfield capacity expansion, new transformer project phases, and shift scaling across multiple plants.
• Design redeployment models for workforce across new lines, shifts, areas, and project stages with minimal production loss and faster stabilization.
• Develop HR transition playbooks including SOPs, redeployment matrices, workforce sizing, TAT for onboarding, and stabilization tracking.
• Lead HR due diligence for vendor/vendor consolidation, contract transitions, and labor contractor onboarding ensuring transparent workforce validation and compliance.

2.

• Lead HR digital transformation including HRMS deployment, configuration governance, workforce data migration, payroll harmonization, and Time & Attendance integration across plants.
• Drive HR dashboarding, KPI visibility, analytics-based manpower forecasting, and exception monitoring for workforce behavior and productivity.
• Ensure process adoption, master data accuracy, access control, and capability building for plant HR teams on digital HR systems.

3.

• Lead manpower planning based on production schedules, expansion requirements, and site-level ramp-up cycles.
• Establish structured onboarding governance for contract and permanent workforce during expansion phases, ensuring smooth induction, safety compliance, line readiness, and documentation completion.
• Standardize contracting norms, skill matrices, induction KPIs, and deployment readiness metrics across all plants.

4.

• Lead change communication across plants including new HR policies, shift restructures, contractor transitions, wage revisions, organization restructuring, and redeployment programs.
• Support design and roll-out of scalable HR processes across SSEL such as performance management, contract workforce administration, attendance norms, workplace discipline, and engagement models.
• Partner with the CHRO and Plant HR teams to drive policy adoption with governance checkpoints.

5.

• Track transition KPIs such as workforce readiness, stabilization curve, training completion, onboarding compliance, absenteeism trends, employee grievance heatmap, and productivity impact.
• Establish governance cadence with plant leadership and corporate office for transition dashboards, issue resolution, escalation paths, and compliance audits.
• Recommend automation, SOP simplification, digitization, or vendor improvement in HR operations to enhance scale, quality, and control.
• Any other additional responsibility could be assigned to the role holder from time to time as a standalone project or regular work. The same would be suitably represented in the Primary responsibilities and agreed between the incumbent, reporting officer and HR.

Required skills, experience and competencies:

• Post Graduate Qualification in Human Resources Management or equivalent qualification with at least 7-12 years of relevant experience in a Manufacturing, EPC, Engineering, Renewable or Solar/Power sectors
• Good communication skills, Analytical skills and demonstrated ability to solve problems quickly and creatively.
• Strong knowledge of HR policies and procedures, labor laws and regulations, and employee benefits programs.
• Experience in plant startups, brownfield expansion, vendor consolidation, or HR transformation programs is highly desirable

Technical competencies Required:

• Strong manufacturing HR experience including shift operations, capacity ramp-up, and workforce transition.
• Hands-on working knowledge of labor law compliance, Factory Act, CLRA, and labor contractor management.
• HR digital transformation HRMS configuration, payroll & T&A integration, analytics and dashboarding.
• Knowledge of contract workforce lifecycle, manpower planning, vendor governance, and IR fundamentals.
• Familiarity with plant safety norms, statutory audits, ISO/EHS requirements, Behavioral Competencies.
• Excellent stakeholder management and negotiation skills with Plant Leadership, Production, IR, and Contractor ecosystem.
• Strong change management capability with structured communication planning.
• Data-driven problem solving, analytical insight, and KPI monitoring mindset.
• Ability to manage ambiguity, high transition pressure, conflict resolution, and crisis handling.
• High ownership, resilience, and execution rigor in multi-plant, fast-paced environmen