Lead HR
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What you'll do
- 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.
What they're looking for
- Post-Graduate degree — MBA (HR) or equivalent from a reputed institution.
- 8–12 years of progressive HR experience; minimum 2–3 years in a team leadership or senior HRBP role.
- Manufacturing, Aerospace, Engineering, Automotive, or high-growth startup environment strongly preferred.
- 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
Nice to have
- Manufacturing, Aerospace, Engineering, Automotive, or high-growth startup environment strongly preferred.
Summarised by NextRaise from the employer’s description, which follows in full below.
Full description from employer
This role is with one of our portfolio companies.
Role- Lead HR
Location- Hyderabad
Experience- 8–12 years of progressive HR experience; minimum 2–3 years in a team leadership or senior HRBP role.
Industry Experience- Some one who has worked in Manufacturing, Aerospace, Engineering, Automotive, or high-growth startup environment strongly preferred.
Role Overview:
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.
Key Responsibilities:
- 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.
Requirements
- 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
Company
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