Lead HR

The Lead HR is a people-manager role responsible for anchoring company'e end-to-end people agenda. This role acts as the primary architect and executor of scalable HR systems, culture, and capability across a high-growth manufacturing environment.

The person will provide strategic direction, coaching, and quality oversight to the team while personally driving enterprise-wide people initiatives. This role demands equal command of big-picture people strategy and on-ground execution excellence — someone who can translate the CPO’s vision into programmes that measurably impact business outcomes.

• →Act as the senior HR interface for the leadership team; advise on workforce planning, organisation design, and structural interventions during rapid scaling.
• →Design the team’s operating model, allocating accountability across roles to ensure both strategic and transactional HR needs are met effectively.
• →Serve as an escalation point and coach for the People Partners on complex employee relations, stakeholder, and compliance matters.
• →Define and own talent acquisition strategy — channel mix, sourcing partnerships, campus linkages, and employer brand positioning in the talent markets.
• →Oversee full-cycle hiring quality and turnaround time; hold the People Partners accountable to hiring SLAs and quality metrics.
• →Lead capability gap analysis across functions and drive targeted L&D interventions in partnership with external providers and internal SMEs.
• →Build a leadership pipeline through structured development programmes and succession planning.
• →Own the employee experience lifecycle — from onboarding to exit — ensuring every touchpoint reflects company’s values of safety, excellence, and ownership.
• →Ensure robust governance of all HR processes — payroll, HRIS, benefits, statutory compliances, and labour law adherence — with zero critical lapses.
• →Own the People dashboard presented to the CPO and leadership team; define key metrics, build narratives, and drive data-led decisions.
• →Lead the digitisation of People processes and drive adoption of HRIS/HRMS tools across the organisation.
• →Lead the people dimension of organisational change — restructures, new site ramp-ups, policy transitions, and digital HR adoption programmes.

• Post-Graduate degree — MBA (HR) or equivalent from a reputed institution.
• Strong command of Indian Labour Law and statutory compliance
• Proficiency in HRIS/HRMS platforms and HR analytics tools
• Working knowledge of OD frameworks, competency modelling, and L&D design
• Advanced MS Office / Google Workspace skills; ability to build board-level decks and dashboards