HR Head

About the Company

We are a growing group of companies with a diverse workforce. We have successfully scaled our operations, and now we are looking to scale our people strategy.

Industry - Heavy Engineering/ Manufacturing/ Seating/ Automotive

About the Role

We are seeking a high-level strategic partner to not only manage our HR operations but to function as the architect of our company culture. The ideal candidate is a builder—someone passionate about upskilling talent, bridging skill gaps, and creating a unified, high-performance culture across our group entities.

Responsibilities

• 1. Strategic Leadership & Culture Building

• Define the DNA: Articulate, formalize, and embed core company values across the entire group to create a unified identity.
• Change Management: Lead the organization through growth phases, ensuring employee morale and engagement remain high during expansion.
• Organizational Design: Assess current team structures and propose improvements for efficiency, communication, and scalability.
• Advisory: Act as a trusted advisor to the directors on all people-related matters.

• 2. Learning & Development (L&D) and Upskilling

• Skills Gap Analysis: Conduct regular assessments to identify current and future skills required for the business to succeed.
• Training Infrastructure: Design and implement comprehensive training programs (technical, soft skills, and leadership development).
• Career Pathing: Create clear progression paths for employees to ensure retention and internal mobility.
• Mentorship Programs: Establish internal mentorship frameworks to facilitate knowledge transfer between senior and junior staff.

• 3. Talent Management & Acquisition

• Employer Branding: Position the group as an employer of choice to attract top-tier talent.
• Strategic Hiring: Oversee recruitment for key leadership positions and standardize hiring processes to ensure culture add rather than just culture fit.
• Performance Management: Transition from standard annual reviews to a continuous performance management system (OKRs/KPIs) that aligns individual goals with business objectives.

• 4. HR Operations & Compliance

• Policy Harmonization: Review and unify HR policies, handbooks, and benefits packages across the group of companies.
• Compliance: Ensure all group entities are fully compliant with local labor laws and safety regulations.
• Compensation & Benefits: Benchmark salaries and benefits to ensure competitiveness in the market.

Experience

• 8+ years of progressive HR experience, with at least 3 years in a leadership role.
• Crucial: Proven experience in Organizational Development (OD) or establishing Learning & Development (L&D) departments from scratch.
• Experience supporting a workforce of 100-300+ employees (scaling experience is preferred).

Required Skills

• Skills & Competencies

• Strategic & Hands-on: Willing to set the high-level strategy but also roll up sleeves to build training decks or handle employee relations when necessary.
• EQ & Influence: High emotional intelligence with the ability to influence stakeholders at the C-Level and connect with junior employees.
• Tech Savvy: Proficient with modern HRIS (Human Resources Information Systems) and LMS (Learning Management Systems).

Preferred Skills

• Experience in Organizational Development (OD) or establishing Learning & Development (L&D) departments from scratch (highlighted as crucial in the profile).

Qualifications

• Bachelor's degree in HR, Business, or Psychology.
• Master's degree or MBA is a plus.
• Relevant certifications (SHRM-SCP, SPHR, or CPTD/L&D certifications) are highly desirable.