Head Human Resources - Cbd Belapur (Nagpur)

DC Consultants; Nagpur District; On-site; INR 3,000,000 - 4,200,000; Full time

Job summary

DC Consultants in Maharashtra, Nagpur District, seeks a Head - HR to drive strategic HR leadership and operational excellence across the organization. The role partners with the CEO and business heads to align people practices with business objectives, shape a high-performance culture, and ensure governance and compliance across HR processes.

The successful candidate will lead talent management, performance management, HR operations, HRMS enablement, and engagement initiatives while building

Qualifications

• MBA in Human Resources or related field with leadership experience.
• 12+ years of progressive HR experience, including leadership roles.
• Experience building HR frameworks in growing or transformation-oriented organizations.

Responsibilities

• Provide strategic HR leadership and act as trusted advisor to CEO and leadership team.
• Oversee performance management, productivity analytics, and goal alignment with business objectives.
• Drive employee engagement initiatives and culture-building activities.
• Oversee HR operations: onboarding, lifecycle management, attendance, payroll coordination, exits.
• Lead HRMS implementation, data accuracy, MIS reporting, and analytics.
• Develop talent management, succession planning, and leadership development programs.
• Design, review, and ensure compliance with HR policies and governance standards.

Skills

Stakeholder management

HR analytics

Performance management

Change management

HRMS / HRIS

Education

MBA in Human Resources

Tools

HRMS

HRIS

Job description

Role Purpose

The Head - HR will be responsible for building strengthening and scaling the organization s human capital by driving robust HR strategies operational excellence and a high- performance culture This role will act as a strategic business partner to leadership and key stakeholders ensuring alignment between people practices and business objectives

Key Responsibilities

1. Strategic HR Leadership Stakeholder Management Act as a trusted advisor to the CEO leadership team and business heads on all people-related matters Partner with internal stakeholders to understand business priorities and translate them into effective HR strategies Drive alignment between organizational goals workforce planning and HR initiatives Facilitate leadership discussions on talent succession planning organizational structure and capability building Manage external stakeholders including consultants vendors auditors and regulatory bodies
2. Performance Management Productivity Mapping Design implement and institutionalize a robust Performance Management System PMS aligned with business goals Drive goal setting through KRAs KPIs periodic reviews and performance calibration across levels Lead productivity mapping initiatives to assess role clarity workforce efficiency and output vs input metrics Analyze performance data to identify gaps high performers and improvement opportunities Enable managers with tools dashboards and frameworks to manage performance effectively
3. Employee Engagement Culture Building Develop and execute employee engagement strategies to enhance motivation retention and organizational commitment Drive initiatives such as skip-level meetings leadership connects townhalls and feedback forums Foster a culture of accountability collaboration and continuous improvement Implement employee listening mechanisms including surveys pulse checks and exit interviews and ensure action planning Champion diversity inclusion and employee wellbeing initiatives
4. HR Operations Excellence Oversee end-to-end HR operations including onboarding employee lifecycle management attendance leave payroll coordination and exits Ensure HR policies SOPs and processes are well-defined compliant and consistently implemented Drive process standardization simplification and continuous improvement across HR operations Ensure statutory compliance with all applicable labor laws and regulations Lead audits documentation and risk mitigation related to HR processes
5. HRMS Digital Enablement Lead implementation optimization and adoption of HRMS platforms across the employee lifecycle Ensure accurate data management MIS reporting dashboards and analytics for decision-making Drive automation and digitization of HR processes to improve efficiency and employee experience Partner with IT and vendors to enhance system capabilities and resolve issues proactively
6. Talent Management Capability Building Provide strategic direction to Talent Acquisition ensuring quality hiring and cultural fit Provide strategic alignment to learning and development initiatives aligned with current and future skill requirements Establish succession planning and leadership development frameworks Coach and develop HR team members to build a strong future-ready HR function
7. Governance Policies Compliance Design review and update HR policies to ensure alignment with organizational values and legal requirements Ensure ethical practices grievance handling POSH compliance and employee relations management Act as custodian of organizational culture values and code of conduct

Key Skills

Competencies Robust stakeholder management and business partnering skills Deep understanding of performance management systems and productivity analytics Ability to translate data into actionable insights High emotional intelligence and strong communication skills Change management and organizational development expertise Strong process orientation and operational rigor Digital mindset with hands-on experience in HRMS and HR analytics

Educational Qualifications

MBA Master s degree in Human Resources or related field is a must 12 years of progressive HR experience with significant experience in a leadership role Experience in building HR frameworks in growing or transformation-oriented organizations preferred

Key Success Metrics

Effectiveness of performance management and productivity outcomes Employee engagement and retention levels Stakeholder satisfaction with HR support Compliance and audit outcomes Adoption and effectiveness of HR systems and processes