Position: Chief Human Resources Officer (CHRO)

Location: Corporate Office in Navi Mumbai with frequent travel to shipyards, repair docks, fabrication facilities, project sites, and operational locations.

Salary: Please note the maximum budget for this role is INR 42 LPA only.

Reports To: Managing Director / Board of Directors

Key Responsibilities:

1. Strategic Human Resources Leadership:

- Develop and implement the Company's Human Resources strategy aligned with business objectives and long-term growth plans.

- Partner with the CEO and Executive Leadership Team on workforce planning, organizational design, succession planning, and leadership development.

- Drive organizational effectiveness and productivity improvement initiatives across all business units.

- Build and sustain a high-performance culture that promotes accountability, collaboration, and continuous improvement.

- Serve as a trusted advisor to senior management on all people-related matters.

2. Industrial Relations and Employee Relations:

- Lead and manage all Industrial Relations activities across shipyards, workshops, fabrication facilities, and project locations.

- Build and maintain constructive relationships with employee unions, worker representatives, labor authorities, and government agencies.

- Lead collective bargaining negotiations, wage settlements, and long-term labor agreements.

- Ensure proactive grievance management and effective resolution of employee disputes.

- Develop strategies to maintain industrial harmony and workforce stability.

3. Workforce Planning and Productivity Management:

- Develop manpower strategies to support project execution and business growth.

- Ensure optimum deployment and utilization of permanent employees, contract labor, apprentices, and outsourced personnel.

- Drive workforce productivity and labor cost optimization initiatives.

- Support operational teams in manpower forecasting and resource planning.

- Develop workforce flexibility through multi-skilling and capability enhancement programs.

4. Talent Acquisition and Workforce Development:

- Lead talent acquisition strategies for technical, engineering, supervisory, managerial, and executive positions.

- Develop talent pipelines through partnerships with engineering colleges, maritime institutes, ITIs, polytechnics, and industry networks.

- Establish employer branding initiatives to attract high-quality talent.

- Improve recruitment effectiveness, quality of hire, and time-to-fill metrics.

5. Learning, Development and Leadership Capability:

- Design and implement competency-based learning and development frameworks.

- Establish technical training programs for shipbuilding, ship repair, engineering, fabrication, and marine operations personnel.

- Develop leadership development and succession planning programs for key positions.

- Create career progression pathways for both technical and managerial employees.

- Promote continuous learning and skill enhancement throughout the organization.

6. Performance Management and Rewards:

- Lead the design and implementation of performance management systems aligned with business objectives.

- Develop measurable productivity and performance indicators across operational and support functions.

- Drive a culture of meritocracy and accountability.

- Ensure effective alignment of compensation, incentives, and rewards with organizational performance.

- Conduct periodic compensation benchmarking and market competitiveness assessments.

7. Compensation, Benefits and Employee Welfare:

- Develop and oversee compensation and benefits strategies that support attraction, retention, and motivation of employees.

- Ensure equitable wage structures for blue-collar employees and competitive compensation frameworks for staff and leadership.

- Lead employee welfare initiatives including housing, transportation, medical facilities, canteen services, and employee assistance programs where applicable.

- Enhance employee engagement and well-being initiatives.

8. HR Operations, Governance and Compliance:

- Ensure full compliance with all applicable labor laws, statutory regulations, and employment legislation.

- Oversee payroll governance, labor compliance, contractor management compliance, and HR administration.

- Establish robust HR policies, systems, and controls.

- Lead internal and external HR audits.

- Ensure compliance with all applicable labor and employment regulations governing manufacturing and industrial operations.

9. Health, Safety and Organizational Culture:

- Partner with Operations and HSE teams to strengthen workplace safety culture.

- Support initiatives aimed at reducing workplace incidents and improving employee safety awareness.

- Promote organizational values and behavioral standards across all levels.

- Lead culture transformation initiatives that support business excellence and employee engagement.

10. HR Technology and Analytics:

- Drive HR digitization and implementation of HR technology platforms.

- Develop workforce analytics and HR dashboards to support business decision-making.

- Utilize data-driven insights to improve workforce productivity, retention, recruitment effectiveness, and employee engagement.

- Improve efficiency and effectiveness of HR service delivery through technology-enabled solutions.

Key Performance Indicators (KPIs):

- Industrial Relations stability and union management effectiveness

- Employee productivity and workforce utilization

- Talent acquisition effectiveness

- Leadership succession readiness

- Employee retention and attrition management

- Workforce capability development

- Employee engagement and organizational culture

- Labor cost optimization

- Compliance and audit performance

- Safety and workforce welfare indicators

- HR process efficiency and digital transformation initiatives

Qualifications:

Essential:

- MBA / PGDM in Human Resources, Personnel Management, Industrial Relations, or equivalent from a recognized institution.

Preferred:

- Additional qualifications in Labor Laws, Industrial Relations, Organizational Development, Leadership Development, or Business Management.

Experience Requirements:

- Minimum 18 - 25 years of progressive Human Resources experience.

- At least 8 - 10 years in a senior HR leadership role.

- Proven experience managing large blue-collar and technical workforces.

- Strong Industrial Relations experience in unionized environments.

- Demonstrated success in organizational transformation, workforce productivity enhancement, and leadership development.

Industry Preference:

- Shipbuilding, Ship Repair, Marine Engineering, Heavy Engineering, Manufacturing, Heavy Fabrication, EPC Projects, Infrastructure, Defence Manufacturing, Offshore Engineering

Core Competencies:

- Strategic Leadership, Business Acumen, Strategic Workforce Planning, Organizational Transformation, Change Management, Industrial Relations, Collective Bargaining, Union Negotiations, Labor Law Expertise, Conflict Resolution, Talent Management, Succession Planning, Leadership Development, Talent Acquisition, Performance Management, Operational Excellence, Workforce Productivity, Cost Optimization, Project-Based Workforce Management, HR Analytics

Leadership Attributes:

- Strong interpersonal and influencing skills, High emotional intelligence, Ability to manage diverse stakeholder groups, Strong execution orientation, High integrity and professional credibility, Ability to balance strategic thinking with operational effectiveness