Regional Head

Job Title: HR Head Experience Required: 18 Years Location: Mumbai / Chennai / Vadodara / Kolkata The role is with a leading Indian multinational conglomerate. Position Overview: The Human Resource professional will be a senior HR leader responsible for designing, implementing, and managing people strategies aligned with business objectives. The role encompasses leadership and delivery across multiple HR domains such as Compensation & Benefits, Employee Engagement, Performance Management, Organization Development, Learning & Development, HR Policy, Compliance, Strategy, and Talent Acquisition. The incumbent will act as a strategic HR business partner and a key enabler of organizational capability, ensuring that HR processes drive performance, engagement, and growth. Key Responsibilities 1. HR Strategy & Business Partnership - Partner with business leadership to define and implement people strategies aligned with short- and long-term organizational objectives. - Serve as a strategic advisor to the management team on workforce planning, structure, and capability development. - Lead HR projects and transformation initiatives to strengthen culture, efficiency, and employee experience. - Use HR analytics to provide data-driven insights for decision-making and organizational improvement. 2. Compensation & Benefits (C&B) - Drive the annual compensation planning and review process in coordination with Corporate HR. - Conduct benchmarking and internal parity studies to ensure competitiveness and equity. - Oversee administration of incentive plans, variable pay, and reward & recognition programs. - Provide inputs for C&B strategy formulation and manage adherence to compensation policies. 3. Talent Acquisition & Workforce Planning - Lead end-to-end recruitment for leadership and critical positions within the assigned business unit or region. - Partner with business heads to forecast manpower requirements and develop a proactive hiring plan. - Strengthen employer branding initiatives to attract top talent. - Ensure smooth onboarding, induction, and early engagement for new hires. 4. Performance Management & Talent Development - Implement and continuously improve the performance management system (goal setting, appraisals, development plans). - Facilitate calibration sessions to ensure fairness and alignment of performance ratings. - Collaborate with organization teams to design programs for leadership and managerial effectiveness. - Promote a culture of continuous feedback and accountability. 5. Organization Development (OD) & Culture Building - Drive organization development interventions including change management, restructuring, and role alignment. - Facilitate engagement initiatives that reinforce organzation's core values, culture, and performance orientation. - Support leadership in managing change effectively during organizational transitions. - Lead employee experience programs that enhance motivation, communication, and retention. 6. Learning & Development - Identify capability gaps through competency mapping and performance analysis. - Collaborate with business leaders and organization teams to develop targeted training roadmaps. - Evaluate the effectiveness of training initiatives and measure ROI on learning programs. - Drive leadership development and succession planning frameworks. 7. Employee Relations (White-Collar) & Engagement - Build a positive, transparent, and performance-driven work environment. - Serve as a trusted advisor to employees and leaders on HR policies, benefits, and career development. - Manage employee grievances, ensuring fair and timely resolution in line with organizational values. - Drive employee engagement surveys, analyze feedback, and implement action plans. 8. Policy, Compliance & Governance - Develop, review, and update HR policies and SOPs in alignment with organizational needs and statutory requirements. - Ensure compliance with all applicable HR-related legal and corporate standards. - Maintain HR governance frameworks, internal controls, and process audits. - Promote ethical HR practices and adherence to the company’s Code of Conduct. 9. HR Operations & Analytics - Oversee HR processes including payroll coordination, HRMS data accuracy, and reporting. - Maintain dashboards and KPIs on headcount, attrition, productivity, and other HR metrics. - Leverage data analytics to enhance decision-making and improve HR service delivery. Qualifications & Experience Education: Full-time MBA / PGDM in Human Resources or equivalent from a premier institute (e.g., XLRI, TISS, MDI, SCMHRD, etc.). Experience: o 18 years of progressive HR experience, with at least 15 years in a senior generalist/leadership HR role. o Exposure to large, diversified, or project-based organizations (preferably in Engineering, EPC, Manufacturing, or Infrastructure). o Demonstrated expertise in Compensation & Benefits, Talent Management, OD, and HR Strategy. o Experience managing HR teams across multiple locations or business units. Key Skills & Competencies - Strong business acumen and strategic orientation. - Deep understanding of modern HR practices and digital HR tools. - Excellent leadership and stakeholder management skills. - Analytical and data-driven decision-making capability. - High emotional intelligence, communication, and influencing skills. - Integrity, confidentiality, and sound professional judgment. Reporting Structure Reports To: Head – HR (Business Unit / Region) Supervises: HR Managers / Officers / Specialists