Head HR

We are partnering with a leading company into Medical Technology to identify Head HR for India. The position will report to CEO/MD and Executive Leadership Team.

Location-
Bangalore

CTC -
between lakhs

Experience -
Minimum 12 years

Candidates must be having extensive experience in Sales HR, Business Partnering and HR digitization.

PLEASE APPLY ONLY IF YOU HAVE EXTENSIVE EXPERIENCE IN SALES HR AND BUSINESS PARTNERING

Currently the person should be working in a strategic and developmental role focused on building and enhancing the skills, processes, and systems that drive business performance at Pan India level

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Job Description:

Objective:

Title:
Head HR

Location:
Bangalore, MG Road Corporate HQ

Travel:
Initial 9-12 months, frequent travel to different locations within India

Purpose of the Role

• Architect and lead the people strategy to enable enterprise-wide transformation focused on productivity, quality, compliance, and a high-performance culture.

• Redesign the organization (structure, spans/layers, role clarity, governance) to support growth, operational excellence, and speed of decision-making.

• Build leadership capability so senior leaders can sponsor and lead change; establish strong leadership routines, coaching, and accountability.

• Create an enabling, business-focused HR function (BP/CoE/Shared Services model) that is data driven, agile, and trusted by the business.

• Strengthen talent, capability, and succession across Manufacturing, Quality/RA, R&D, Supply Chain, and Commercial to support scale-up and regulatory rigor. Key Responsibilities Strategic HR and Transformation

• Co-create and execute a 12–18 month HR and culture roadmap aligned to business strategy, quality, and productivity targets.

• Design and implement the target operating model: org structure, spans/layers, role charters, governance forums, decision rights, and accountability. Leadership Enablement and Change Management

• Coach senior leaders to lead change and partner for the changes for their business verticals.

• Build leadership routines (weekly/monthly operating reviews) that drive clarity, accountability, and cross-functional collaboration.

• Lead enterprise communications for change programs; craft narratives that reinforce organization values & culture. Culture, Engagement, and Capability
• Define and embed cultural non-negotiables (quality-first, safety, compliance, continuous improvement, respect) with processes and initiatives.

• Drive engagement actions based on surveys and floor connects; improve inclusion, well-being, and manager capability.

• Build technical and behavioral capability (e.g., GMP mindset, problem-solving, Lean/Six Sigma, digital fluency, commercial acumen, people leadership). Talent, Workforce Planning, and Acquisition

• Build critical talent pipelines for Manufacturing, Quality/RA, R&D, Supply Chain, and Sales/Service; run campus, lateral, and niche hiring strategies.
• Establish robust onboarding and assimilation; improve first 3 years retention and quality of hire metrics. Performance and Rewards

• Implement a performance management system with clear KPIs/OKRs tied to safety, quality, productivity, delivery, revenue and cost.
• Design market-competitive and internally equitable compensation structures; introduce productivity- and skills-linked incentives where applicable.
• Oversee sales incentive plans and R&D recognition frameworks aligned organization goals and values Operation Efficiency & Harmonious Employee relations
• Maintain constructive employee relations; negotiate settlements; ensure grievance redressal and statutory compliance for plants.
• Strengthen contractor governance (CLRA or equivalent), POSH compliance, and ethical conduct programs.
• Build a scalable HR operating model: Business Partners, CoEs, and Shared Services with clear SLAs and service excellence.
• Deploy HRIS and people analytics dashboards to track headcount, skills, attrition, productivity, absenteeism, and overtime. Build and Lead the HR Team
• Develop an enabling, credible HR team; upskill in OD, analytics, business partnering, ER/IR, and talent management.
• Create succession for key HR roles; institute coaching and continuous learning within HR.
• Manage HR budgets and vendor partnerships to deliver value and ROI.

Experience and Qualifications

• 12–18+ years of progressive HR leadership, with 3+ years in regulated manufacturing (ideally medical devices, diagnostics, pharma, or life sciences, FMCG/FMCD, EMS, Chemical etc).
• Proven track record leading large-scale organization design and transformation (productivity improvement, operating model changes, culture shifts).
• Demonstrated success building HR teams and Centers of Excellence (Talent, L&D, C&B, ER/IR) and implementing HR technology (HRIS, analytics).
• Expertise in leadership development, succession management, workforce planning, performance and rewards, and change management. Education: MBA/PG in HR/IR or equivalent; certifications in OD/Coaching/Change Management are advantageous. Key Interfaces
• CEO/MD and Executive Leadership Team
• Manufacturing/Operations, Quality/RA, R&D, Supply Chain, Sales/Service, Finance, EHS
• External: regulators, auditors, industry bodies, universities, and HR service partners Travel
• Regular travel to manufacturing sites and regional offices to maintain floor connect and drive consistent execution.

If you are interested, share your resume