Head of HR

• Develop and execute the annual HR strategy and people plan in alignment with business growth objectives.
• Partner with the Managing Director and functional leaders on organisation design, role clarity, reporting structures, workforce productivity, and succession planning.
• Act as a trusted advisor to the leadership team on people-related decisions, contributing to business reviews, budgeting, and strategic planning.
• Track and report key HR metrics, including headcount, attrition, time-to-hire, training coverage, and employee engagement, with actionable recommendations.

• Translate business plans into workforce requirements across engineering, fabrication, assembly, quality, supply chain, sales, and support functions.
• Lead end-to-end recruitment for senior leadership, specialist, technical, and shop-floor positions.
• Establish structured hiring processes, competency-based interviews, and effective employer-branding initiatives.
• Build sustainable talent pipelines through campus recruitment, internships, graduate programmes, and local talent networks.
• Strengthen onboarding and early-tenure retention to help new employees, particularly experienced leaders, integrate and become productive quickly.

• Develop and own the learning and development strategy, combining classroom learning, on-the-job training, and internship programmes.
• Establish leadership development pathways, including programmes for graduate engineers, first-line managers, and shop-floor supervisors.
• Maintain skills matrices, competency records, and training documentation to support operational effectiveness and quality audits.
• Collaborate with functional heads and the Quality team to identify capability gaps and link training initiatives to measurable business improvements.

• Build a culture of ownership, accountability, collaboration, and open communication across functions and work shifts.
• Manage employee grievances, disciplinary matters, workplace conflicts, and employee exits with fairness, consistency, and discretion.
• Implement employee engagement and feedback mechanisms, including surveys, skip-level interactions, and town halls, and ensure timely follow-through.
• Work with Operations and Environment, Health and Safety (EHS) leaders to promote a safe, inclusive, and respectful workplace across offices and manufacturing facilities.

• Ensure compliance with applicable Indian labour and employment laws, statutory registrations and returns, contract labour requirements, and employee benefit regulations.
• Implement and maintain HR policies, employee handbooks, standard operating procedures, and workplace policies, including POSH requirements.
• Maintain audit-ready employee records and documentation, supporting statutory inspections and quality management requirements.
• Implement and manage an HR Information System (HRIS) and digital processes for attendance, leave, payroll, performance reviews, and employee records.
• Use HR dashboards and reliable workforce data to support informed decision-making and improve operational efficiency.
• Lead and develop the HR team while managing external partners, including recruitment agencies, payroll providers, compliance consultants, and training vendors.

• Strong expertise in Human Resources Management, including HR strategy, workforce planning, employee lifecycle management, and organisational development.
• Thorough understanding of Indian labour laws, employment regulations, and statutory compliance requirements.
• Hands-on experience managing statutory registrations, returns, contract labour compliance, employee benefits, and workplace policies.
• Proven ability to build and scale HR processes across recruitment, performance management, compensation, learning and development, and employee relations.
• Strong stakeholder-management, leadership, communication, problem-solving, and decision-making skills.
• Ability to balance strategic HR leadership with hands-on execution in a growing organisation.

• Experience in manufacturing, industrial engineering, or engineered-to-order capital equipment environments.
• Exposure to recruitment for engineering, technical, skilled-trade, and shop-floor roles.
• Familiarity with aerospace, defence, or advanced manufacturing environments.
• Understanding of audit-driven quality frameworks such as AS9100 and ISO 9001.
• Experience implementing HRIS platforms, digital HR workflows, and data-driven workforce dashboards.

Experience: 12+ years of progressive HR experience, including at least 5 years leading an HR function or managing the HR generalist and operations portfolio for a business unit or organisation. Candidates with 18+ years of experience and a track record as the HR head of a growing organisation may be considered for the General Manager level.

Industry Experience: Prior experience in manufacturing or engineered-to-order capital equipment, with exposure to both technical and shop-floor workforces.

Education: MBA/PGDM in Human Resources or a related discipline from a reputed institution is preferred.

• Business Partnership: Connects people strategy and HR decisions to business priorities and operational outcomes.
• Organisation Building: Designs scalable organisational structures, roles, and processes and drives their practical implementation.
• People Leadership: Builds a capable HR team and coaches functional leaders on effective people management.
• Talent Assessment: Demonstrates sound judgement in evaluating, hiring, developing, and retaining leadership and technical talent.
• Employee Relations and Compliance: Handles sensitive employee matters professionally and maintains strong statutory and audit readiness.
• Data-Driven Decision-Making: Uses HR metrics and dashboards to identify workforce challenges and measure the impact of initiatives.
• Integrity and Discretion: Builds trust across all levels through confidentiality, consistency, fairness, and sound judgement.