Strategic HR Leadership:

- Develop and execute the HR strategy aligned with the company's business and growth plans.

- Partner with the function heads and business leaders on organizational capability, workforce planning, and succession planning.

- Drive organizational effectiveness and productivity improvement initiatives.

- Lead change management during organizational transformation and expansion.

Talent Management & Leadership Development:

- Design competency frameworks across technical and leadership roles.

- Lead performance management and continuous feedback processes.

- Develop leadership pipelines and succession planning.

- Implement career progression and internal mobility programs.

- Identify high-potential employees and design accelerated development plans.

Organization Development:

- Design organization structures for scalability.

- Conduct organization diagnostics.

- Lead employee engagement initiatives.

- Facilitate culture transformation toward innovation, accountability, collaboration, and customer focus.

- Drive diversity, equity, and inclusion initiatives.

Performance Management:

- Design & drive goal-setting frameworks (OKRs/KPIs).

- Ensure alignment between individual and business objectives.

- Coach managers on performance conversations.

- Drive performance calibration processes.

- Develop performance improvement mechanisms.

Employee Relations:

- Foster a positive employee experience.

- Handle grievances and disciplinary matters.

- Develop employee communication mechanisms.

- Build trust-based relationships across all organizational levels.

- Maintain high employee engagement.

- Oversee IR in manufacturing & Project operations; ensure compliance to Indian labour laws.

HR Operations:

Oversee:

1. Payroll

2. HRIS

3. Employee records

4. Attendance

5. Leave management

6. Benefits administration.

- Improve HR process automation.

HR Analytics:

Develop dashboards covering:

1. Attrition

2. Recruitment metrics

3. Productivity

4. Employee engagement

5. Training effectiveness

6. Leadership pipeline

7. Diversity metrics 8. Compensation analytics.

Requirements:

1. 12-15 years of progressive HR experience.

2. Minimum 5 years in a senior HR leadership role.

3. People Management experience in current/past roles.

4. Experience in technology, robotics, automation, electronics, manufacturing, or engineering organizations.

5. Proven experience scaling organizations during high-growth phases.

6. Exposure to multiple environments (like R&D, manufacturing & software) is preferred.

7. Candidates from Tier 1 institutes only.