Position: Head - Human Resources & Organization Development

Location: Kolkata

Reporting To: Chairman & Managing Director

The individual will play a key role in professionalizing the organization while preserving the entrepreneurial strengths and values that have helped build the company over the last six decades.

Key Responsibilities

1. Organization Structure & Manpower Optimization

- Review and continuously improve the organizational structure across all functions and business units.

- Define clear reporting relationships, roles, responsibilities, and spans of control.

- Ensure optimum utilization of manpower across plants, departments, and offices.

- Identify duplication of work, manpower gaps, and organizational inefficiencies.

- Recommend restructuring initiatives to improve productivity and accountability.

2. Leadership Development & Succession Planning

- Develop second-line leadership across the organization.

- Identify high-potential employees and create development plans for future leadership roles.

- Work closely with functional heads to build stronger management capabilities.

- Create succession plans for critical positions.

3. Performance Management & Accountability

- Strengthen KRAs, KPIs, and performance review systems across the company.

- Ensure every employee has clearly defined objectives and measurable outcomes.

- Drive a culture of ownership, accountability, and performance.

- Support management in reviewing departmental effectiveness and productivity.

4. Change Management & Organizational Development

- Act as a facilitator for organizational transformation and professionalization initiatives.

- Support implementation of new systems, processes, reporting structures, and management practices.

- Help employees adapt to organizational changes through communication and engagement.

- Build alignment between company goals and employee objectives.

5. Talent Development & Training

- Identify capability gaps across departments.

- Develop annual training and development plans.

- Establish programs for management trainees, supervisors, middle management, and senior leadership.

- Promote continuous learning and skill enhancement throughout the organization.

6. Culture Building & Employee Engagement

- Help create a positive, disciplined, and performance-oriented work culture.

- Strengthen communication between management and employees.

- Promote organizational values, teamwork, collaboration, and employee development.

- Improve employee engagement, retention, and workplace satisfaction.

7. Industrial Relations & Labour Management

- Provide strategic guidance on labour relations and industrial relations matters.

- Maintain healthy relationships with workers, unions, and labour representatives wherever applicable.

- Advise management on labour law compliance and workforce-related risks.

- Support plant management in handling sensitive labour issues and workforce challenges.

8. HR Governance & Policy Framework

- Review and strengthen HR policies, systems, and governance mechanisms.

- Ensure HR practices support business growth and long-term organizational objectives.

- Guide the HR team on best practices while maintaining practical and business-oriented approaches.

9. Talent Acquisition & Organizational Capability Building

- Continuously identify talent gaps across functions and business units and proactively develop plans to strengthen the organization.

- Build and maintain a strong external network of industry professionals, consultants, recruitment partners, educational institutions, and potential future leaders.

- Constantly scan the market for high-potential talent who can strengthen the company's leadership pipeline and future growth plans.

- Work with business heads to identify current and future manpower requirements arising from expansion, diversification, succession planning, and organizational restructuring.

- Drive recruitment of key managerial, technical, commercial, and leadership positions.

- Develop a talent pipeline so that critical positions can be filled quickly with quality candidates.

- Ensure that the company consistently attracts, develops, and retains high-calibre professionals.

10. Strategic Partner to the Chairman

- Act as a trusted advisor to the Chairman on all people, leadership, organization, culture, and capability-related matters.

- Provide independent assessments of organizational strengths, weaknesses, talent gaps, succession risks, and leadership effectiveness.

- Assist the Chairman in building a high-performance organization capable of supporting the company's long-term growth ambitions.

- Work closely with departmental heads to ensure that people, structure, and accountability remain aligned with business objectives.

- Serve as a catalyst for organizational excellence, leadership development, and continuous improvement across the company.

Ideal Candidate Profile

Educational Qualification

- MBA in Human Resources from a reputed institution.

- Additional certifications in Organizational Development, Change Management, Industrial Relations, Leadership Development, or Coaching will be an advantage.

Experience

- Minimum 10 years of HR experience, preferably 15-25 years.

- Must have spent a significant portion of career in manufacturing, industrial, engineering, chemicals, building materials, automotive, metals, or similar sectors.

- Experience working in organizations with employee strength of 300+ employees preferred.

- Must have exposure to both plant HR and corporate HR.

- Experience working directly with promoters, CEOs, Managing Directors, or business owners is highly desirable.

- Should have participated in organizational growth, transformation, professionalization, restructuring, turnaround, or expansion initiatives.

Leadership Traits

- Strong leadership presence and ability to command respect across all levels.

- High emotional intelligence and maturity.

- Ability to handle difficult conversations and people issues.

- Strong influencing skills without excessive dependence on authority.

- Capable of balancing employee interests with business requirements.

- Comfortable challenging the status quo when required.

- Strong execution orientation and follow-through.