Head of Human Resources

Confidential; Mumbai; On-site; INR 9,000,000 - 15,000,000; Full time

Job summary

Confidential is seeking a Head HR to develop and execute the people strategy across India and global operations, fostering a high-performance, employee-centric and safety-first culture. The role advises the CEO and leadership on organization design, talent, engagement, governance, and performance management.

The incumbent will drive leadership development, succession planning, productivity metrics, compliance, and an employer-of-choice culture across corporate, manufacturing, projects, service,

Qualifications

• MBA / PGDM in Human Resources from a reputed institution.
• Additional qualifications in Labour Law, Organization Development, Coaching, Industrial Relations, or Compensation Management preferred.

Responsibilities

• Develop and implement an HR strategy aligned with business objectives and growth plans.
• Partner with the CEO and leadership on organizational effectiveness and workforce planning.
• Drive culture initiatives focused on accountability, ownership, collaboration, innovation, and customer orientation.
• Lead organizational transformation and change management programs.
• Build manpower plans to support manufacturing expansion, project execution, service growth, and new initiatives.
• Develop leadership frameworks, succession plans, and talent acceleration programs.
• Lead performance management and ensure KPI alignment across the organization.
• Enhance employee engagement, diversity, inclusion, and well-being initiatives.
• Design and benchmark compensation, benefits, and rewards programs.

Skills

Strategic HR Leadership

Leadership Development

Stakeholder Management

Education

MBA / PGDM in Human Resources

Job description

The Head HR will be responsible for developing and executing the people strategy that enables Companies India & Global growth ambitions while fostering a high-performance, employee-centric, safety-first culture.

The role will serve as a strategic advisor to the CEO and leadership team on organization design, talent acquisition, leadership development, employee engagement, industrial relations, performance management, rewards, succession planning, culture transformation, and workforce productivity across corporate, manufacturing, projects, service, and O&M operations.

The incumbent will play a pivotal role in positioning company as an employer of choice within the renewable energy industry while ensuring strong governance, compliance, and workforce capability to support long-term business success.

Key Responsibilities

Strategic HR Leadership

• Develop and implement an HR strategy aligned with Companies business objectives and growth plans.
• Partner with the CEO and leadership team on organizational effectiveness and workforce planning.
• Drive culture initiatives focused on accountability, ownership, collaboration, innovation, and customer orientation.
• Lead organizational transformation and change management programs.

Talent Acquisition & Workforce Planning

• Develop robust manpower plans to support manufacturing expansion, project execution, service growth, and new business initiatives.
• Build strong recruitment pipelines for leadership, engineering, manufacturing, project execution, sales, and service functions.
• Strengthen employer brand in the renewable energy sector.
• Reduce time-to-hire while improving quality of hires and retention.

Leadership Development & Succession Planning

• Establish leadership development frameworks for future business leaders.
• Build succession plans for all critical positions.
• Design career progression and talent acceleration programs.
• Drive coaching and mentoring initiatives across the organization.

Performance & Productivity Management

• Lead performance management processes across the organization.
• Ensure alignment between business objectives and individual KPIs.
• Introduce data-driven productivity and performance measurement systems.
• Drive continuous improvement and accountability culture.

Employee Engagement & Culture

• Enhance employee satisfaction, engagement, and retention.
• Lead employee listening forums, surveys, and engagement initiatives.
• Promote a culture where employees feel respected, valued, and empowered.
• Champion diversity, inclusion, and employee well-being initiatives.

Compensation, Benefits & Rewards

• Design and implement competitive compensation and rewards programs.
• Conduct benchmarking against leading renewable energy, engineering, and manufacturing companies.
• Develop retention and recognition programs for high-potential employees.
• Support merit reviews and incentive plans linked to business performance.

Industrial Relations & Employee Relations

• Maintain harmonious industrial relations across manufacturing operations.
• Ensure proactive engagement with employees and stakeholders.
• Drive grievance handling and conflict resolution mechanisms.
• Support business continuity through effective workforce relations.

Learning & Capability Building

• Establish technical and leadership competency frameworks.
• Drive capability development programs across manufacturing, engineering, supply chain, project execution, EHS, and O&M.
• Ensure training programs align with future business requirements.
• Create a learning culture focused on continuous development.

Compliance & Governance

• Ensure compliance with all applicable labour laws and statutory regulations.
• Lead POSH, ethics, disciplinary, and employee governance processes.
• Support internal and external audits.
• Maintain robust HR policies, procedures, and controls.
• Develop leadership dashboards for workforce analytics.
• Establish data-driven decision-making through HR metrics and insights.
• Improve HR process effectiveness and employee experience through automation.

Education

• MBA / PGDM in Human Resources from a reputed institution.
• Additional qualifications in Labour Law, Organization Development, Coaching, Industrial Relations, or Compensation Management preferred.

Experience

• 18+ years of progressive Human Resources leadership experience, with a strong track record of driving organizational effectiveness and people strategy.
• Minimum 5 years in a senior HR leadership role with enterprise-wide responsibility for talent, culture, organizational development, employee relations, and workforce planning.
• Demonstrated success in leading organizational growth, transformation, change management, and culture-building initiatives.
• Proven experience managing large and geographically dispersed workforces across multiple business functions and locations.
• Strong expertise in leadership development, succession planning, talent management, performance management, and employee engagement.
• Exposure to complex, multi-site, project-driven, manufacturing, engineering, or service organizations is advantageous but not mandatory.