Job Purpose
- The Vice President – Human Resources will be a strategic business partner responsible for leading and transforming the HR function to enable business growth, operational excellence, and organizational sustainability. The role will focus on talent strategy, leadership pipeline, culture building, industrial relations, workforce productivity, and digitization of HR processes, aligned with the company’s long-term business strategy.
Key Responsibilities
Strategic HR Business Partnering
- Partner with business leadership to translate business strategy into effective people and organization strategies.
- Structure and deploy organizational resources to enable current and future business needs.
- Drive workforce productivity through skill development and alternate workforce models, including structural analysis and gig workforce deployment.
- Establish ROI metrics for key talent and HR initiatives.
Talent Management & Leadership Development
- Build a robust succession planning framework to ensure leadership continuity for critical roles.
- Drive development and retention initiatives for high-potential talent.
- Improve internal talent fulfilment and succession conversion ratios.
- Strengthen leadership pipeline across functions and manufacturing locations
Employer Branding & Employee Engagement
- Create and deliver a differentiated Employer Value Proposition (EVP) aligned with organizational values and business goals.
- Design and implement HR programs to attract, engage, and retain top talent.
- Regularly assess employee morale and engagement levels and implement corrective actions.
- Enhance the company’s employer brand to improve talent attraction and reduce attrition.
Capability Building & Future-Ready Workforce
- Lead organization-wide capability development initiatives to reduce functional and behavioural competency gaps.
- Build strategic capabilities in areas such as innovation, agile product development, channel management, and brand management.
- Prepare the workforce for digital transformation and Industry 4.0 requirements.
- Develop internal talent readiness for market expansion and strategic initiatives.
HR Digitization & Analytics
- Lead digitization of the end-to-end HR value chain, including core HR processes and systems.
- Drive change management and value realization from digital HR initiatives.
- Enable data-driven decision-making through HR analytics and dashboards.
- Build digital HR capabilities within the HR team.
Industrial Relations & Compliance
- Maintain a healthy and stable industrial relations environment across manufacturing locations.
- Ensure full compliance with labor laws, statutory requirements, and contractual labor norms.
- Lead seamless transition and preparedness for evolving labor codes.
- Minimize loss of manufacturing man-days and support productivity-linked cost optimization initiatives.
Governance & Stakeholder Management
- Benchmark HR and talent management practices against leading industry standards.
- Collaborate with cross-functional leadership to address workforce capability and engagement needs.
- Lead transparent communication on people-related matters and foster an open-door culture.
Key Performance Indicators (KPIs)
- Profit per employee / Revenue per employee.
- People cost to net revenue ratio
- Succession conversion ratio
- Internal talent fulfilment ratio for critical roles
- Overall and Hi-Po retention rates
- Employee engagement scores
- Reduction in organizational skill gaps
- HR process efficiency improvement through digitization
- Manufacturing man-days lost
Key Skills & Competencies
Functional & Cross-Functional Skills
- Strong expertise in Talent Management, Leadership Development, IR, and HR Operations
- Sound understanding of P&L, financial statements, and business drivers.
- Working knowledge of production, maintenance, finance, and quality processes
Leadership Competencies
- Strategic Thinking (Must Have): Ability to assess internal and external data to shape long-term people strategies.
- Team Leadership & Network Leverage (Must Have): Ability to lead, develop, and inspire teams.
- Innovation & Change Leadership (Must Have): Champion transformation and continuous improvement.
- Impact & Inspiration (Must Have): Ability to communicate a compelling narrative and influence stakeholders.
- Decision Making (Good to Have): Sound judgment in complex and ambiguous situations.
- Execution Excellence (Good to Have): Translate strategy into actionable plans and measurable outcomes.
Qualifications & Experience
Education
- Required: MBA / Post Graduate degree in Human Resources or related discipline
- Preferred: Degree from a recognized / reputed institution
Experience
- 15–20 years of progressive HR experience, preferably in manufacturing
- 6–8 years of experience independently leading HR teams and driving organizational transformation
- Prior exposure to automotive or related manufacturing sectors is strongly preferred.
- Experience in scaling businesses and implementing BU-based organizational structures.
Age Profile (Indicative)
- 40–50 years, with relevant industry and leadership experience
