Description:

Position Overview:

The Human Resource professional will be a senior HR leader responsible for designing, implementing, and managing people strategies aligned with business objectives. The role encompasses leadership and delivery across multiple HR domains such as Compensation & Benefits, Employee Engagement, Performance Management, Organization Development, Learning & Development, HR Policy, Compliance, Strategy, and Talent Acquisition.

The incumbent will act as a strategic HR business partner and a key enabler of organizational capability, ensuring that HR processes drive performance, engagement, and growth.

Key Responsibilities:

1. HR Strategy & Business Partnership:

- Partner with business leadership to define and implement people strategies aligned with short- and long-term organizational objectives.

- Serve as a strategic advisor to the management team on workforce planning, structure, and capability development.

- Lead HR projects and transformation initiatives to strengthen culture, efficiency, and employee experience.

- Use HR analytics to provide data-driven insights for decision-making and organizational improvement.

2. Compensation & Benefits (C&B):

- Drive the annual compensation planning and review process in coordination with Corporate HR.

- Conduct benchmarking and internal parity studies to ensure competitiveness and equity.

- Oversee administration of incentive plans, variable pay, and reward & recognition programs.

- Provide inputs for C&B strategy formulation and manage adherence to compensation policies.

3. Talent Acquisition & Workforce Planning:

- Lead end-to-end recruitment for leadership and critical positions within the assigned business unit or region.

- Partner with business heads to forecast manpower requirements and develop a proactive hiring plan.

- Strengthen employer branding initiatives to attract top talent.

- Ensure smooth onboarding, induction, and early engagement for new hires.

4. Performance Management & Talent Development:

- Implement and continuously improve the performance management system (goal setting, appraisals, development plans).

- Facilitate calibration sessions to ensure fairness and alignment of performance ratings.

- Collaborate with organization teams to design programs for leadership and managerial effectiveness.

- Promote a culture of continuous feedback and accountability.

5. Organization Development (OD) & Culture Building:

- Drive organization development interventions including change management, restructuring, and role alignment.

- Facilitate engagement initiatives that reinforce organzation's core values, culture, and performance orientation.

- Support leadership in managing change effectively during organizational transitions.

- Lead employee experience programs that enhance motivation, communication, and retention.

6. Learning & Development:

- Identify capability gaps through competency mapping and performance analysis.

- Collaborate with business leaders and organization teams to develop targeted training roadmaps.

- Evaluate the effectiveness of training initiatives and measure ROI on learning programs.

- Drive leadership development and succession planning frameworks.

7. Employee Relations (White-Collar) & Engagement:

- Build a positive, transparent, and performance-driven work environment.

- Serve as a trusted advisor to employees and leaders on HR policies, benefits, and career development.

- Manage employee grievances, ensuring fair and timely resolution in line with organizational values.

- Drive employee engagement surveys, analyze feedback, and implement action plans.

8. Policy, Compliance & Governance:

- Develop, review, and update HR policies and SOPs in alignment with organizational needs and statutory requirements.

- Ensure compliance with all applicable HR-related legal and corporate standards.

- Maintain HR governance frameworks, internal controls, and process audits.

- Promote ethical HR practices and adherence to the companys Code of Conduct.

9. HR Operations & Analytics:

- Oversee HR processes including payroll coordination, HRMS data accuracy, and reporting.

- Maintain dashboards and KPIs on headcount, attrition, productivity, and other HR metrics.

- Leverage data analytics to enhance decision-making and improve HR service delivery.

Qualifications & Experience:

Education:

- Full-time MBA / PGDM in Human Resources or equivalent from a premier institute (e.g., XLRI, TISS, MDI, SCMHRD, etc.).

Experience:

- 18 years of progressive HR experience, with at least 15 years in a senior generalist/leadership HR role.

- Exposure to large, diversified, or project-based organizations (preferably in Engineering, EPC, Manufacturing, or Infrastructure).

- Demonstrated expertise in Compensation & Benefits, Talent Management, OD, and HR Strategy.

- Experience managing HR teams across multiple locations or business units.

Key Skills & Competencies:

- Strong business acumen and strategic orientation.

- Deep understanding of modern HR practices and digital HR tools.

- Excellent leadership and stakeholder management skills.

- Analytical and data-driven decision-making capability.

- High emotional intelligence, communication, and influencing skills.

- Integrity, confidentiality, and sound professional judgment.

Reporting Structure:

- Reports To: Head HR (Business Unit / Region)

- Supervises: HR Managers / Officers / Specialists