Head Human Resource

Role & responsibilities

Strategic HR & Organizational Development

• Develop and implement HR strategies aligned with business objectives and growth plans.
• Partner with senior management on manpower planning, organizational structure, and organizational development.
• Build and strengthen HR policies, systems, processes, and best practices, ensuring consistent application across all locations.
• Support succession planning and leadership development for critical roles.

Talent Acquisition & Manpower Mobilization

• Lead end-to-end recruitment for the Corporate Office and project sites.
• Ensure timely mobilization of manpower for ongoing and upcoming projects.
• Develop recruitment channels, consultant networks, campus partnerships, and employer branding initiatives.

HR Operations & Employee Lifecycle

• Oversee the complete employee lifecycle onboarding, confirmation, transfers, promotions, and separations.
• Ensure smooth, standardized HR operations across all project locations.
• Maintain accurate employee records, HR documentation, and HR MIS / HRMS data.

Performance Management & Talent Development

• Implement and monitor the Performance Management System (PMS).
• Drive goal setting, periodic performance reviews, and talent development initiatives.
• Plan and coordinate technical, behavioural, and leadership development programmes, promoting a culture of continuous learning.

Employee Relations & Engagement

• Handle employee grievances, disciplinary matters, and conflict resolution in a fair and timely manner.
• Drive employee engagement, welfare, and retention initiatives across all locations.

Statutory Compliance & Industrial Relations

• Ensure compliance with all applicable labour laws and employment regulations.
• Monitor compliance related to EPF, ESIC, CLRA, Bonus, Gratuity, POSH, and other statutory requirements.
• Coordinate HR and compliance audits and ensure timely statutory reporting.
• Support resolution of labour-related issues in accordance with company policies and legal requirements.

Preferred candidate profile

• MBA / PGDM in Human Resources, Industrial Relations, or an equivalent qualification (preferred).
• 1518 years of progressive HR experience, with a minimum of 5 years in a leadership role within the Infrastructure, EPC, Construction, Manufacturing, or Engineering sector.
• Proven experience managing HR functions across multiple project locations.
• Strong knowledge of labour laws, statutory compliance, recruitment, employee relations, and HR operations.

Key Competencies

• HR Leadership & People Management
• Strategic Workforce Planning
• Talent Acquisition & Employer Branding
• Performance Management System (PMS)
• Employee Relations & Engagement
• Industrial Relations (IR)
• Labour Law & Statutory Compliance
• Policy Formulation & HR Governance
• Organizational Development & Change Management
• Compensation & Benefits Administration
• HR Analytics, MIS & HRMS
• Stakeholder Management, Conflict Resolution & Negotiation
• Communication & Interpersonal Skills