General Manager - HR

Dynamic Drilling; Mumbai; On-site; INR 4,000,000 - 7,000,000; Full time

Job summary

Dynamic Drilling seeks a General Manager Human Resources to lead the HR function across its global operations. You will own end-to-end HR processes, develop cross-border sourcing, and drive succession planning and performance management.

You will be responsible for ensuring compliance with labour codes across India and overseas sites, managing employee relations, and shaping compensation structures aligned to group objectives.

Qualifications

• Postgraduate qualification in Human Resources, Personnel Management or Industrial Relations (MBA-HR or equivalent).
• 18+ years or more of progressive human resource experience, with a substantial portion in a leadership capacity.
• Demonstrated experience of running the HR function across more than one jurisdiction, with a substantial portion in a leadership capacity.
• Familiarity with project-, site- or asset-based workforces, and an understanding of the operating disciplines environments demand.
• Sound working knowledge of Indian labour legislation, including the new Labour Codes, and of the compliance frameworks applicable in overseas jurisdictions.

Responsibilities

• Own end-to-end HR leadership across the Group and drive HR processes.
• Oversee recruitment, onboarding and manpower planning across India, Gulf and Africa.
• Implement succession planning and bench strength across critical roles.
• Drive performance management and annual appraisals with evidence-based assessments.
• Ensure statutory compliance across India and overseas jurisdictions and manage employee relations.

Skills

Leadership across multiple regions

Strategic HR management

Stakeholder management

Travel to rigs/sites

Education

MBA-HR or equivalent

Job description

POSITION PURPOSE

The Dynamic Group is a diversified enterprise operating offshore drilling rigs for the oil and gas sector in India and the UAE, and mining operations in Guinea and Zambia. Its workforce spans rig crew, mine site personnel and corporate teams across jurisdictions.

The General Manager Human Resources will hold single-point accountability for the human resource function across the Group. The mandate is threefold:

1. Talent Acquisition

• Own recruitment end to end for the group — from manpower planning and search through to offer negotiation, onboarding and confirmation.
• Develop direct sourcing channels and talent pipelines across India, the Gulf and Africa, progressively reducing dependence on external agencies and the cost that accompanies it.
• Ensure that hiring is calibrated to the operating rhythm of each business, so that rig mobilisations and site ramp-ups are never constrained by manpower availability.

2. Succession Planning and Bench Strength

• Identify high-potential talent early, define clear internal growth paths, and create the visibility and exposure for the team
• Maintain a documented succession plan for every critical position across Group functions, with an identified and development-ready successor in each case.

3. Performance Management and Appraisals

• Annual goal-setting and appraisal cycle for the Group, ensuring KRAs are agreed at the start of the year, reviewed Quarterly, Mid-year and closed to calendar.
• Partner with business heads on ratings, increments, promotions and differentiation, ensuring that assessments are evidence-based and that difficult conversations are held rather than deferred.
• Institute a performance framework that is understood at site, not only at the corporate office.

4. Retention and Employee Engagement

• Track attrition by vertical, location, cadre and tenure; establish the underlying causes and address them at source.
• Maintain direct engagement with rig and site teams, recognising that engagement in remote operations is built on visibility rather than instruments alone.
• Design and administer recognition, welfare and engagement initiatives appropriate to each cadre and geography.

5. Learning and Development

• Establish an annual training calendar covering technical, safety, supervisory and behavioural requirements, with mandatory statutory and HSE training tracked to full coverage.
• Design and run a structured leadership development programme for the Senior Leadership Team and identified successors.
• Measure training effectiveness against on-the-job outcomes.

6. Employee Relations and Industrial Relations

• Handle grievances, disciplinary proceedings and separations personally where the matter is sensitive or carries reputational or legal consequence.
• Represent the Group in dealings with contractors, manning agencies, unions and local labour authorities as required.

7. Statutory Compliance and HR Operations

• Ensure full compliance with labour and employment law across India (including the new Labour Codes), the UAE, Guinea and Zambia, and keep the Group current as those regimes evolve.
• Govern employment contracts, payroll inputs, gratuity and end-of-service settlements, expatriate documentation, visas and work permits across all locations.
• Maintain accurate and auditable employee records, HR policies and delegation of authority, and ensure consistent application across both verticals.

8. Compensation and Organisation Structure

• Design and govern the Group compensation structure — CTC construction, wage-code alignment and defensible parity between comparable roles across countries and cadres.
• Benchmark compensation periodically against the offshore drilling and mining markets and advise the Promoters on corrective action.
• Review and maintain the organisation structure, manpower budget and span of control for both businesses.

QUALIFICATIONS AND EXPERIENCE

• Postgraduate qualification in Human Resources, Personnel Management or Industrial Relations (MBA-HR or equivalent).
• 18+ years or more of progressive human resource experience, with a substantial portion in a leadership capacity.
• Demonstrated experience of running the HR function across more than one jurisdiction, with a substantial portion in a leadership capacity.
• Familiarity with project-, site- or asset-based workforces, and an understanding of the operating disciplines such environments demand.
• Sound working knowledge of Indian labour legislation, including the new Labour Codes, and of the compliance frameworks applicable in the Group's overseas jurisdictions.

COMPETENCIES AND PERSONAL ATTRIBUTES

• Maturity and presence sufficient to command the confidence of the Promoters, the leadership team and site management alike.
• Comfort operating in a promoter-led environment — direct access, rapid decision-making, and a lean function rather than a large departmental structure.
• Sound judgement in matters of confidentiality, discipline and separation, and the composure to hold a position under pressure.
• Cultural fluency across Indian, Gulf and African working environments, and the ability to build trust with people at every level of the organisation.
• Readiness to travel and to spend meaningful time at rigs and sites rather than exclusively at the Mumbai office.

REPORTING AND REVIEW

The position reports to the Promoters and the Chief Executive Officer. Performance will be reviewed formally on a half-yearly basis against the Key Performance Indicators set out above, with a structured review of bench strength and succession readiness presented to the Promoters annually.