Head Human Resource

JAI Ambey Emergency Services (i); Bhopal; On-site; INR 2,200,000 - 3,500,000; Full time

Job summary

JAI Ambey Emergency Services (i) seeks an experienced HR Head to lead the Human Resources function across the organization in Bhopal. You will own end-to-end HR strategy, people management, talent development, and workforce planning to align with business goals.

You will shape policies, drive performance management, employee relations, compensation strategy, and learning initiatives while ensuring statutory compliance and audit readiness.

Qualifications

• Minimum 10+ years of HR leadership experience.
• Strategic HR partnering with senior management and business units.
• In-depth knowledge of Indian labour laws and compliance.

Responsibilities

• Lead the overall HR strategy and people agenda aligned with business priorities.
• Manage the complete employee lifecycle from planning to separation.
• Drive strategic workforce planning and talent acquisition strategies.
• Design performance management frameworks with KRAs and KPIs.
• Develop employee engagement and retention programs.
• Oversee employee relations, grievance handling, and conflict resolution.
• Ensure robust HR policy development and governance.
• Oversee compensation, payroll coordination, and benefits.
• Drive learning, development, and succession planning.
• Lead HR analytics, dashboards, and data-driven decision making.

Job description

We are looking for an experienced and strategic HR Head with end-to-end responsibility for leading and managing the Human Resources function across the organization. Responsible for developing and executing comprehensive HR strategies aligned with business objectives, while ensuring effective people management, employee engagement, organizational development, and statutory compliance.

The role encompasses strategic HR leadership as well as hands-on management of the complete employee lifecycle, including workforce planning, talent acquisition, onboarding, performance management, employee relations, grievance resolution, compensation and benefits, learning and development, succession planning, HR operations, compliance, and separation management.

Role & responsibilities:

• Lead the overall HR strategy and people agenda in alignment with organizational goals and business priorities.
• Manage the complete employee lifecycle, from workforce planning and recruitment through onboarding, development, engagement, retention, and separation.
• Drive strategic workforce planning and manpower optimization to ensure the availability of the right talent at the right time.
• Lead end-to-end talent acquisition, including senior-level hiring, recruitment strategy, selection, onboarding, and talent pipeline development.
• Design and strengthen performance management frameworks, including KRAs, KPIs, goal setting, performance reviews, appraisals, and performance improvement initiatives.
• Develop and implement effective employee engagement and retention strategies to build a high-performance organizational culture.
• Lead employee relations, grievance management, disciplinary proceedings, conflict resolution, and workplace issue management with fairness and professionalism.
• Ensure robust HR policy development, implementation, review, and governance across the organization.
• Oversee compensation and benefits, salary structures, incentives, rewards, and payroll coordination.
• Drive learning and development initiatives, competency building, leadership development, and career progression frameworks.
• Establish and manage succession planning and talent development programs for critical roles.
• Ensure compliance with applicable labour laws, statutory requirements, and organizational policies, while maintaining appropriate documentation and audit readiness.
• Oversee HR operations, HRIS, employee records, HR MIS, dashboards, and people analytics to support data-driven decision-making.
• Partner with senior leadership on organizational development, restructuring, change management, workforce productivity, and culture transformation.
• Develop HR metrics and dashboards to monitor attrition, manpower, recruitment, absenteeism, employee engagement, performance, and other key people indicators.
• Lead and mentor the HR team, establish clear accountabilities, and build a high-performing HR function.
• Act as a strategic HR Business Partner to senior management, providing insights and recommendations on people-related matters.
• Maintain the highest standards of confidentiality, ethics, professionalism, and employee-centricity in handling sensitive HR matters.