Head - HR , Dredging & Harbour Businesses

Adani Group; Ahmedabad District; On-site; INR 3,500,000 - 6,000,000; Full time

Job summary

Adani Group seeks a senior HR leader to build a world-class organization and culture across India and overseas. You will architect people systems, plan policies, and drive end-to-end HR processes with a focus on scale and compliance.

You will partner with the CEO on staffing, retention, and organizational design, lead talent acquisition and compensation, drive learning and development, and manage performance, engagement, and industrial relations to ensure business resilience and growth.

Qualifications

• MBA/PG in HR with full-time education.
• 15+ years of HR experience across functions.
• Expertise in manufacturing or marine services preferred.

Responsibilities

• End-to-end responsibility for building a world-class organization and a dynamic work culture with best-in-class HR systems and processes.
• Plan, lead, direct and coordinate policies ensuring legal compliance and mission alignment.
• Collaborate with the CEO on staffing, recruiting, retention, and budget planning.
• Lead talent acquisition, onboarding, and compensation/benefits policy.
• Design learning, development, and succession planning; drive performance management and engagement.
• Oversee industrial relations, compliance, and admin/service operations.

Skills

Strategic HR leadership

Talent acquisition

People management

Compensation & Benefits

Stakeholder management

Organizational design

Education

MBA in HR

Tools

HRIS

Job description

Purpose/Objective

• End to end responsibility of building a world-class organization & be accountable for building a dynamic work culture and ensure best-in-class people systems and processes that builds a highly competent organization for all its stakeholders.
• Plan, lead, direct, develop, and coordinate the policies, activities, ensuring legal compliance and implementation of the organization's mission and talent strategy.
• Champion company’s values through strong leadership and inspirational behaviour.

Key Responsibilities of Role

• Key Accountabilities HR Strategy, Systems and Processes- Design and implement the HR strategy of the organization structure to support the CEO to successfully set up and scale the organization.
• - Collaborates with CEO to understand the organization's goals and strategy related to staffing, recruiting, and retention.
• - Partner with the CEO and leadership to foster a culture of openness and performance conducive for a workforce from multiple geographies in India & overseas.
• - Develop & monitor departmental Budget.
• Talent Acquisition and Compensation & Benefits- Lead the buildout of the organization through the onboarding of quality talent across levels in line with the business plan - Own responsibility of recruitment, assessment, onboarding, and assimilation of candidates across levels - Partner with Business HR and external consultants to ensure a fair and competitive compensation and benefits policy for employees.
• - Manage pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; and recommending, planning, and implementing pay structure revisions.
• - Ensuring no stoppage of work on account of non-availability of critical manpower, especially under contractual obligation.
• Talent Management and Learning & Organization Development- Design framework for learning & development, organization development, talent management and employee engagement.
• - Design and institutionalize HR effectiveness measures across people development and organization development.
• - Drive employee engagement measures given the nature of workforce and the difference in base location between several employees and their managers.
• - Work on managing expectations of key talent and driving development through customized interventions as well as through existing group level interventions.
• - Maintain work structure by updating job requirements and job descriptions for all positions.
• - Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; and counseling employees and supervisor.
• - Drive Performance Management process by way of sharper Goal setting - Continuous Feedback - fair assessment of achievements and bring meritocracy in promotions/career growth - Drive Strive of employees & performance of organization at Overall as well as at Individual, team & Business Unit levels linking rewards to Performance - Strong Succession Planning is in place ensuring no work stoppage.
• People development- Provide leadership and support to the team and ensure adequate development opportunities for team members to enhance technical skills and behavioral competencies - Participate in the recruitment process to identify the right talent for key leadership position in the company - Establish individual performance expectations and regularly review individual performance of the team Industrial Relations- Collaborate with BU HR and assist in formulation of labour relations, specific IR tactical plans and strategic matters - Oversee mechanisms to closely monitor IR health and ensure adherence to statutory compliances - Keep track of all the labour related legal compliances [changes/amendments] in the field of marine services and appraise concerned stakeholder and take required action.
• Administration - Lead, oversee, and direct the staff responsible for administrative services - Management of office properties – Offices, Guest House & other fixed assets - Budget, Monitoring & Control of Admin services General- Conduct research and analysis of organizational trends including review of reports and metrics from the organization's human resource information system - Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; apply this knowledge to communicate changes in policy, practice, and resources to upper management.
• - Cultivate professional and technical knowledge by attending educational workshops, reviewing professional publications, establishing personal networks, and participating in professional societies

Technical Competencies

• Organizational Design ,Talent Acquisition, Performance & Talent Management, Capability Building ,Employee Relations & IR,HR Operations and Technology

Qualifications and Experience

• Role-holder Requirements Qualification MBA/PG in HR – Full Time Experience 15+ years of experience across all areas of HR is required Expertise in manufacturing organizations or marine services organisation is preferred Strong stakeholder management experience with a multicultural context in a manufacturing or marine services organization Technical Competencies Organizational Design Talent Acquisition, Performance & Talent Management, Capability Building Culture & Change Management, Total Rewards Employee Relations & IR HR Operations and Technology Behavioural / Managerial / Leadership Competencies Strategic Orientation Entrepreneurial Mindset Stakeholder Partnering Transformational Mindset Outcome Orientation