Head - HR

Job description

Roles and Responsibilities : - Develop and implement HR strategies to drive business growth, improve employee engagement, and enhance overall organizational performance. - Lead the development of HR policies, procedures, and programs that align with company goals and objectives. - Collaborate with senior leadership to identify talent gaps and develop succession plans for key positions. - Analyze metrics to measure HR effectiveness and make data-driven recommendations for improvement. Core Responsibilities 1. Enterprise-Wide AI Adoption & Automation - Process Transformation: Act as an internal consultant and catalyst to help department heads implement AI tools and automated workflows across all business functions (Finance, Supply Chain, Sourcing, Sales, and HR itself). - Reducing Human Dependency: Audit existing manual, paper-heavy, or fragmented processes and re-engineer them using modern tech (like advanced ATS platforms, custom n8n/Zapier workflows, and AI agents) to keep the organization exceptionally lean and agile. - Predictive Retention: Establish automated employee sentiment loops and pulse surveys to intercept disengagement and burnout before they turn into voluntary attrition, protecting our hiring budget and retaining critical institutional knowledge. 2. High-Velocity Technical Recruitment - Niche Engineering Sourcing: Design and execute talent acquisition strategies to rapidly secure highly sought-after engineering talent (vehicle dynamics, battery management systems, validation, and UX/UI design). - Automated Screening: Build and oversee an AI-augmented recruitment pipeline that screens, scores, and tracks candidates autonomously, dramatically cutting down time-to-hire. 3. Factory Workforce Optimization & Industrial Relations - Plant Efficiency: Partner with Plant Head at our Shoolagiri facilities to optimize labor scheduling, shift utilization, and shop-floor productivity. - Safety & Compliance Excellence: Institutionalize world-class safety protocols (HIRA, 5S). Ensure absolute compliance with Tamil Nadu labor laws, factory acts, and contract labor regulations to maintain an accident-free, strike-free operation. 5. Institutional-Grade Governance & Performance (OKRs) - Objective Progression Pathways: Replace informal, founder-led compensation and appraisal structures with a mature, transparent, and strictly meritocratic career progression framework. - 100% OKR Penetration: Roll out and enforce automated Objective & Key Results (OKRs) and strict KPIs across every single department. You will ensure that individual deliverables align perfectly with corporate growth and capital efficiency. - Corporate Governance: Build rigorous compliance, equity/ESOP structures, and institutional HR policies that set the benchmark for public-market readiness. Candidate Profile & Qualifications Required Experience - 15+ Years of Corporate & Industrial HR Experience: A seasoned leader who has weathered multiple business cycles and scaled companies through hyper-growth. - Dual-Domain Mastery: Extensive experience balancing the needs of a fast-paced, white-collar R&D/software ecosystem alongside a heavy blue-collar manufacturing or automotive workforce. - Automotive/EV Track Record: Direct experience leading HR functions within progressive automotive OEMs, Tier-1 suppliers, or high-growth EV ecosystems is highly valued. Technical & Strategic Competencies - Deep Tech & AI Literacy: You must be genuinely enthusiastic about technology. We need someone who understands how LLMs, automation tools, and data analytics can be applied practically to replace manual labor and optimize human output. - Industrial Relations & Labor Law Expert: Flawless grasp of Indian labor dynamics, certified standing orders, and factory compliances, with specific, hands-on experience navigating the South India/Tamil Nadu industrial belts. - Strategic Compensation Engineering: Proven capability to design data-backed compensation bands, performance-linked incentive models, and highly effective executive retention packages. Leadership & Cultural Fit - First-Principles Builder: You don't just run an inherited corporate playbook; you know how to build lean, logical systems from the ground up. - Ruthlessly Data-Driven: You look at human capital through the lens of ROI, organizational throughput, and efficiency metrics. - High-Impact Communicator: You are equally comfortable earning trust on the factory floor with union representatives as you are standing before the Founders and the Board delivering sharp, data-backed organizational strategies. Success Metrics (First 12–18 Months) - 75% reduction in resume-to-screening times via AI filtering workflows. - 100% organizational adoption of automated OKRs within the first 12 months, creating a clear line of sight from frontline execution to Founder goals. - Zero major non-compliance or safety bottlenecks across manufacturing facilities due to predictive auditing. - 20% drop in dealer service turnaround times and warranty friction within 6 months of launching the standardized dealer-certification LMS. - Demonstrated increase in per-capita output across corporate and plant operations by automating redundant workflows. Job Requirements : - 15-28 years of experience in corporate HR or a related field. - Strong background in business HR, strategic HR, or similar areas. - Proven track record of developing effective HR strategies that drive business results.