Head of Human Resources

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