Role: Head - Corporate HR and Talent Acquisition - Manufacturing Industry

Reporting to: CHRO                                  

Direct Reports: 4

Indirect Reports: 5

Function: Human Resources

Department :Human Resources    

Location: Mumbai                       

Objective: To lead and drive the Human Resources Business Partnering for Corporate while heading the Talent Acquisition function, ensuring the strategic alignment of HR initiatives with business objectives.

KEY RESPONSIBILITIES

HR Business Partnership

• Act as the primary HR advisor, consulting business leaders on people strategy, workforce planning, and organizational effectiveness.
• Partner with C-Suite and functional heads to ensure HR initiatives are aligned with business goals and deliver solutions for complex challenges.
• Build strong relationships with stakeholders across corporate, consumer, and sales units to influence decision-making and successfully lead change management efforts.
• Interpret people's data, provide analytics and insights on leadership, and advise on talent risks and opportunities.
• Ensure seamless deployment of HR programs, lead annual people cycles, and foster a culture of continuous feedback.
• Drive customized HR strategies and engagement programs for the consumer division and field force.
• Support sales capability building, field engagement, and retention initiatives.

Talent Acquisition

• Lead talent acquisition strategy aligned with business objectives, workforce planning, and multi-geography hiring, including campus-to-corporate and overseas recruitment.
• Optimize end-to-end processes using ATS, digital tools, psychometric assessments, competency evaluations, and agentic AI predictive analytics for speed, accuracy, and candidate experience.
• Manage budgeting, cost optimization, hiring controls, partner/candidate networks, and talent pipelines to build a robust database of potential candidates.
• Develop and expand strategic partner and candidate networks, proactively creating pools of high-potential talent for future hiring needs.
• Oversee seamless onboarding and ensure compliance through robust metrics, analytics, and process improvements.
• Coach and develop high-performing TA team, driving operational excellence and stakeholder alignment.
• Collaborate with leadership on strategic hiring, vendor management, and continuous TA enhancements.

Talent Management

• Lead annual manpower planning and forecasting to ensure strategic workforce alignment.
• Manage the employee lifecycle from onboarding through exit, including promotions and transfers.
• Oversee talent assessment, succession planning, and development of the leadership pipeline.
• Design rewards and recognition and anchor key corporate HR events

Performance Management

• Drive results-oriented performance management via goal-setting, continuous feedback, and objective evaluations aligned to business goals.
• Ensure timely execution of appraisals with equal focus on achievement and employee growth plans.
• Advise managers on fair, data-driven practices to develop talent and promote accountability.
• Lead regular talent and performance reviews for high-potential identification and succession planning.
• Coordinate with Compensation & Benefits to ensure performance aligns with rewards and promotions.

Team Management

• Embody and promote organizational CREDO to foster meritocracy and high performance.
• Conduct regular performance reviews, feedback, and recognition to build team excellence.
• Ensure ongoing training to equip the team with the latest skills and knowledge.
• Identify/develop high-potentials, guide challenges, and optimize team performance.
  
  

Employee Engagement / Retention & Development

• Lead the design and execution of employee engagement strategies and tailored interventions to enhance motivation, collaboration, and retention across diverse business units.
• Champion organizational CREDOs and cultural values, embedding them in initiatives for a unified, purpose-driven environment.
• Drive inclusive high-performance culture by advising leaders on people practices, facilitating dialogue, and supporting change management.
• Develop and implement retention strategies to retain top talent and maintain optimal attrition rates.
• Monitor trends, leverage exit interviews, and apply data analytics for proactive turnover reduction.
• Present actionable dashboards and insights to leadership for informed retention decisions.

JOB REQUIREMENTS

Experience and Skills

• Minimum of 18-20 years of progressive HR experience, including at least 10 years of significant leadership in HR Business Partnering and Talent Acquisition, preferably gained within large, complex, or multi-industry corporate environments.
• Proven track record in designing and executing strategic HR and recruitment initiatives aligned to business goals, including high-volume and specialized hiring.
• Experience leading and managing HR and talent acquisition teams, ensuring operational excellence, compliance, and continuous improvement.
• Hands-on expertise with ATS and digital recruitment tools, employer branding, workforce planning, and candidate experience management.
• Demonstrated stakeholder management abilities; able to influence senior leadership and drive cross-functional collaboration.
• Digital, Analytics, Influence & Impact, Strategic thinking, Change management

Academic Criteria

• Educational Qualification: Master’s in business administration in Human Resource Management

Leadership Skills

• Achievement Orientation: Demonstrates a strong drive to achieve and exceed defined goals and performance targets. Takes ownership of outcomes, remains resilient in the face of challenges, and consistently delivers results with a focus on quality, timelines, and impact.
• Problem Solving and Decision Making: Effectively identifies issues, analyzes complex situations, and evaluates multiple options before making sound, timely decisions. Uses data, judgment, and experience to solve problems, manage risk, and implement practical solutions.
• Integrity and Process Compliance: Acts with the highest standards of ethics, professionalism, and transparency. Adheres strictly to organizational policies, legal requirements, and established processes, while promoting a culture of accountability and compliance.
• Effective Communication: Communicates clearly, concisely, and confidently across levels and stakeholders. Actively listens, adapts messaging to the audience, and ensures information is accurately conveyed to enable alignment, understanding, and action.
• Customer Orientation: Demonstrates a strong focus on internal and external customers by understanding their needs and expectations. Proactively delivers timely, high-quality solutions and builds trusted relationships that enhance satisfaction and long-term value.
• Team Management: Leads, motivates, and develops teams to achieve collective and individual objectives. Provides clear direction, constructive feedback, and coaching, while fostering engagement, accountability, and a high-performance culture.
• Collaboration: Works effectively across functions and geographies to achieve shared goals. Builds strong partnerships, values diverse perspectives, and contributes positively to a cooperative and inclusive work environment.
• Strategic Orientation, Planning and Execution: Thinks strategically with an understanding of business priorities and long-term objectives. Translates strategy into actionable plans, sets clear milestones, allocates resources effectively, and ensures disciplined execution to deliver sustainable results.

STAKEHOLDER INTERACTION

• Type of Interaction: Internal
• Interaction with: C-Suite members, Functional heads, HR CoEs , HRBP - Plants & Sales
• Nature of Interaction: Collaborate to align HR initiatives with business objectives, support employee engagement, address HR-related queries, and facilitate training programs

Type of Interaction: External

• Interaction with: Recruitment vendors, Consulting partners, Survey providers, Contract Employee Agencies
• Nature of Interaction: Ensure compliance with guidelines and regulations, represent the organization in statutory matters, and manage recruitment partnerships.
  
  

Note : This role requires 5.5 days working every week .