Purpose:
The incumbent is accountable for conceptualizing, planning and delivering plant-wide employee engagement programs that foster a connected, inclusive and high-performance culture. The role supports Learning & Development by coordinating capability-building interventions, maintaining audit-ready records and ensuring adherence to statutory.
Challenges of the role:
• Balancing business expectations with employee needs.
• Driving culture and engagement changes across diverse teams.
• Ensuring consistent policy understanding and application.
• Addressing workplace concerns in a fair and timely manner.
• Building future-ready capabilities within limited budgets.
Decision Making Boundaries:
Decisions the Manager Can Make Independently
• Prioritizing HR strategic initiatives.
• Recommending improvements in engagement, L&D, and culture frameworks.
• Suggesting strategic learning partners.
• Preparing HR dashboards and insights.
Decisions Made in Consultation
• Budget allocation for HR initiatives.
• Changes to major people policies.
• Sensitive employee relations matters.
• Leadership development programs and succession plans.
Decisions Requiring Leadership Approval
• Policies with legal/financial impact.
• Contracts with major external partners.
• Major investments in L\&D programs.
• High-risk ER issues or escalations.
Position Specification:
Role specific competencies
• Strategic Vision & Alignment: Ability to look at the macro-picture and translate business goals into actionable HR frameworks.
• Data-Driven Decision Making: Proficiency in analyzing complex HR metrics (attrition trends, engagement scores) to drive strategy.
• Change Management: Expertise in driving organizational shifts, fostering a culture of high performance, and securing stakeholder buy-in.
• Financial Acumen: Strong capability in strategic workforce planning, budget forecasting, and calculating ROI on HR initiatives.
• Executive Presence & Influence: High-level communication skills to consult with, influence, and push back on C-level executives when necessary.
Nature of experience
• Proven track record in a strategic HR leadership role, moving beyond operational HR to policy formulation and organizational design.
• Extensive experience in designing enterprise-wide employee engagement frameworks and retention strategies.
• Demonstrated ability to architect succession plans and conceptualize large-scale Learning & Development programs.
• Experience in managing high-level budgets and acting as an advisor to senior management/C-suite.
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