- Partner closely with the CEO, promoters, and leadership team to translate business strategy into a robust people agenda.

- Act as a trusted advisor on organization design, leadership effectiveness, succession planning, and transformation initiatives.

- Enable scaling of the organization in line with growth, acquisitions (if any), and new businesses/geographies.

2. Leadership Development & Succession Planning

- Build a strong leadership pipeline across corporate and manufacturing locations.

- Drive structured succession planning for CXO, functional heads, and critical roles.

- Design and deploy leadership development programs for senior, mid-level, and plant leadership.

3. Talent Acquisition & Employer Branding

- Lead leadership and critical talent hiring in partnership with business heads.

- Strengthen employer branding to attract high-quality leadership and technical talent.

- Institutionalize assessment frameworks for hiring and promotions.

4. Performance Management & Rewards

- Drive a high-performance culture with clear goal setting, KPIs, and outcome-based performance management.

- Align compensation, incentives, and long-term rewards with business performance and shareholder value.

- Ensure market competitiveness while maintaining internal equity and cost discipline.

5. Industrial Relations & Manufacturing HR

- Oversee HR operations across plants, ensuring stable industrial relations, statutory compliance, and productivity.

- Partner with operations leaders to improve workforce capability, engagement, and shop-floor leadership.

- Proactively manage unions, employee relations, and change management.

6. Culture, Values & Engagement

- Strengthen organizational culture aligned with promoter vision, values, ethics, and governance.

- Drive employee engagement, communication, and change initiatives across levels.

- Act as the custodian of culture during periods of growth and transformation.

7. Governance, Compliance & ESG

- Strengthen organizational culture aligned with promoter vision, values, ethics, and governance.

- Drive employee engagement, communication, and change initiatives across levels.

- Act as the custodian of culture during periods of growth and transformation.

8. HR Digitization & Systems

- Lead HR digitization initiatives including HRMS, analytics, and data-driven decision-making.

- Use workforce data to improve productivity, retention, and capability planning.

Candidate Profile:

Experience & Background:

- 18 to 25+ years of progressive HR leadership experience.

- Prior experience as CHRO / Group HR Head / Senior HR Leader in:

- Manufacturing / Metals / Power / Infrastructure / Industrial / Process industries.

- Strong exposure to promoter-driven, Indian listed organizations.

- Experience handling multi-location plants and corporate HR.

Core Competencies:

- Strategic thinking with strong execution capability.

- High maturity in working with promoters, boards, and senior leadership.

- Deep understanding of industrial relations and manufacturing HR.

- Proven ability to drive transformation without "big-bang" disruption.

- High integrity, maturity, and long-term orientation.

Personal Attributes:

- Balanced, grounded, and credible leader.

- Strong influencing skills with a collaborative approach.

- Ability to build trust across promoters, leadership, and workforce.

- Long-term mindset aligned with institution building.