The CHRO will driving the overall people strategy and ensure effective talent acquisition, workforce development, employee engagement, industrial relations, and compliance while fostering a culture of safety, performance, and innovation aligned with business objectives.

Core Responsibilities:

HR Strategy & Leadership:

- Develop and execute HR strategies aligned with the company's business goals and expansion plans.

- Partner with the leadership team to define organization structure, workforce planning, and succession management.

- Lead HR transformation initiatives, including HR digitalization and adoption of modern HR systems.

- Evaluate existing processes, conduct a comprehensive gap analysis, and implement corrective measures to address issues at the operational level.

Manpower Planning & Talent Acquisition:

- Lead strategic manpower planning across project sites, workshops, yards, and corporate offices.

- Forecast manpower requirements based on equipment deployment schedules, contracts, and seasonal project demands.

- Drive recruitment of skilled operators, riggers, engineers, technicians, and project support staff.

- Develop partnerships with technical institutes, ITIs, and industry associations to build a pipeline of skilled manpower.

- Implement effective onboarding programs to accelerate productivity of new hires.

Learning & Development (L&D):

- Establish a structured L&D framework tailored to crane and heavy equipment operations, covering:

- Equipment operation safety & certification programs.

- Preventive maintenance and technical upskilling for engineers/technicians.

- Supervisory and leadership capability development.

- Behavioural and soft skills for project coordination, client interaction, and team management.

- Drive mandatory safety and compliance training across project sites.

- Introduce digital learning platforms and blended training approaches.

- Create career progression plans and succession pipelines for critical roles.

Labour Relations & Compliance

- Ensure 100% compliance with central and state labour laws (Factories Act, Contract Labour Regulation, Minimum Wages, Payment of Wages, Bonus, Gratuity, PF, ESIC, Shops & Establishment, etc.).

- Manage industrial relations with workers, contractors, and government authorities.

- Develop and enforce policies on working hours, overtime, contract labour, and wage settlements.

- Ensure timely submission of statutory returns, maintenance of registers, and audit preparedness.

- Proactively manage disputes, grievances, and disciplinary actions in line with legal requirements.

- Establish ethical and transparent practices for contractor/vendor workforce engagement.

Performance & Capability Development:

- Implement robust performance management systems (PMS) with clear KRAs/KPIs.

- Drive leadership development, technical training, and capability-building programs tailored to crane industry skills.

- Create a learning culture through structured career progression and competency frameworks

Employee Engagement & Culture:

- Foster a culture of safety, accountability, and continuous improvement across plants, project sites, and offices.

- Lead employee engagement initiatives to enhance retention and motivation of a multi-location workforce.

- Build and sustain an inclusive, transparent, and performance-driven work culture.

Compensation & Benefits and Payroll:

- Develop competitive C&B structures to attract and retain skilled professionals.

- Align incentive and reward systems with productivity, project delivery, and business performance.

- Oversee payroll, compliance, and benefits administration.

- Optimize payroll process to reduce TAT

HR Governance & Analytics:

- Establish HR dashboards, metrics, and reports to track people performance, productivity, and attrition.

- Provide insights to management for data-driven decision-making.

- Ensure alignment of HR policies with corporate governance and ethical standards.