Head of Human Resources

JOB DESCRIPTION

Head — Human Resources

Industry- Electrical Products | Electrical EPC | Solar EPC | Solar Products

POSITION OVERVIEW

This is a fast-growing manufacturing and EPC company operating across four business verticals — Electrical Products, Electrical EPC, Solar EPC, and Solar Products. With a total workforce of approximately 525 employees (225 white collar, 300 blue collar/direct), the company is at a critical growth inflection point and is now building institutional HR infrastructure to match its ambitions.

The Head — Human Resources will be a senior, high-ownership leader responsible for the full spectrum of HR — talent acquisition, PMS execution, compliance, payroll, employee retention, and culture building. This is a direct report to the MD & CEO, making it a high-visibility, high-accountability leadership role.

Department

Human Resources

Reporting To

MD & CEO

Team Managed

4 Junior HR Executives (Direct Reports)

Location

Head Office in Jaipur

ABOUT THE ROLE — WHY THIS ROLE MATTERS

It is at an exciting and decisive phase of its growth journey. With a combined workforce of 525+ employees across manufacturing and EPC operations, the company is now building the institutional people infrastructure to match its scale and ambition.

This role offers a rare opportunity to build an HR function from the ground up within a dynamic, leadership-driven organization — with full ownership, direct access to the MD & CEO, and the mandate to make a visible, lasting impact.

The incoming Head — Human Resources will:

RMC SWITCHGEARS LIMITED

• Shape the talent engine of a fast-growing company where hiring quality and speed are competitive advantages

• Lead the execution of a structured Performance Management System (40-40-20 framework) already designed at the leadership level — translating strategy into organization-wide accountability

• Design and embed a retention and culture framework for a diverse workforce spanning white collar professionals and blue collar direct workers

• Build compliance and payroll operations to institutional standards — a non-negotiable foundation as the company scales

• Be a key voice at the leadership table on all people strategy, org design, and workforce planning decisions

This is not a role for someone looking to maintain the status quo. It is a role for an HR leader who thrives on building, solving, and scaling — and wants their work to directly shape the future of the organisation.

KEY RESPONSIBILITIES

1. Talent Acquisition & Workforce Planning (Priority #1)

• Own end-to-end recruitment for all levels — white collar professionals, blue collar direct workers, and EPC project workforce

• Redesign the hiring process — define JDs, hiring panels, assessment frameworks, offer management, and onboarding

• Build structured sourcing channels (portals, consultants, campus, referrals) appropriate for manufacturing and EPC roles

• Manage contract labour and project site manpower planning in coordination with EPC project heads

• Define and track Hiring TAT (Turnaround Time) and Quality of Hire as standard metrics

2. Performance Management System (PMS) — Full Ownership

• Own and execute the FY 2026-27 PMS rollout (40-40-20 KPI framework) across all departments

• Drive KPI cascade from company level down to individual level in coordination with HODs

• Facilitate and govern the monthly and quarterly PMS review cycles

• Manage the annual appraisal cycle — calibration sessions, rating normalisation, and increment linkage

• Build a culture of performance accountability with data-driven reviews

3. Attrition Management & Employee Retention

• Conduct structured exit interviews and build attrition dashboards by department, level, and tenure

• Identify root causes of attrition — compensation, culture, career growth, management issues

• Design and implement targeted retention programmes — career pathing, recognition frameworks, and engagement initiatives

• Establish early warning indicators for high-risk talent segments

4. Statutory Compliance & Labour Law

• Ensure full compliance with all applicable labour laws — Factories Act, Contract Labour (R&A) Act, EPF, ESIC, Gratuity, Payment of Bonus Act, POSH, Shops & Establishment Act • Maintain all statutory registers, filings, and documentation for both Head Office and plant/site locations

• Manage blue collar and contract labour compliance including site-level compliance for EPC projects

• Conduct periodic compliance audits and liaise with labour authorities, factories inspectorate, and legal counsel

5. Payroll & HR Operations

• Oversee accurate and timely payroll processing for 500+ employees (white collar + blue collar)

• Standardise attendance, leave, and payroll workflows — eliminate errors and delays

• Manage or implement an HRMS system aligned with the company's SAP S4 HANA environment

• Own HR MIS — headcount reports, cost per hire, attrition data, payroll cost analysis — for leadership reviews

6. Culture Building & Organisational Development

• Define and embed cultural values aligned with the company's growth vision

• Lead structured onboarding and induction programmes for new joiners

• Design a Learning & Development framework for both white collar and blue collar workforce

• Support employer branding — make RMC Switchgears a preferred employer in the electrical manufacturing and EPC sector

7. HR Strategy & Leadership Advisory

• Act as a strategic HR Business Partner to the MD & CEO on all people-related matters

• Contribute to org design, workforce planning, and succession planning as the company scales

• Develop, mentor, and manage the HR team (4 junior executives) with defined roles, SLAs, and accountability

• Represent the HR function in leadership reviews with structured HR analytics and dashboards

Success Metrics (Year 1)

• Close critical positions within 45 days or less
• Reduce white-collar attrition by 20%+ from baseline
• Achieve 100% KPI adoption across employees by end of Q1 FY27
• Maintain 100% statutory compliance and on-time filings
• Ensure payroll accuracy with ≤0.5% error rate per cycle
• Implement HRMS / SAP HR integration within 6 months
• Conduct employee engagement survey and launch improvement initiatives within Year 1

QUALIFICATIONS

Essential - MBA / PGDM in Human Resources from a recognized institution

Preferred - Full-time MBA from a Tier 1 or Tier 2 Business School

Additional - Certifications in Labour Law, SHRM-CP/SCP, or similar are advantageous

EXPERIENCE REQUIREMENTS

• 12+ years of progressive HR experience with mandatory background in Electrical Manufacturing and/or EPC industry

• OR 15+ years of total HR experience if background spans multiple industries — but last 5 years must be in manufacturing or EPC

• Proven experience managing HR for a workforce of 300+ employees including blue collar and contract labour

• EPC project HR experience is essential — site workforce planning, contract labour management, multi-location deployment

• Experience in building or executing a Performance Management System at an organisational level

• Hands-on track record in statutory compliance for manufacturing establishments under the Factories Act

• Prior experience reporting to and working closely with CMD / MD / CEO-level leadership

SKILLS REQUIRED

Technical / Functional Skills

• Deep working knowledge of Indian Labour Laws — Factories Act, Contract Labour Act, EPF, ESIC, Gratuity, POSH, Payment of Wages Act

• Proficiency in HRMS platforms — SAP SuccessFactors, Darwinbox, Keka, or similar

• Familiarity with SAP environment (advantageous given the company's SAP S4 HANA implementation)

• HR MIS and reporting — Excel, Power BI, or equivalent data tools

• Understanding of EPC site manpower planning and contractor compliance management

• Compensation benchmarking, salary structuring, and increment planning

Behavioural & Leadership Competencies

• High ownership mindset — equally comfortable designing strategy and executing operations

• Strong communication — articulate at leadership level, empathetic and clear with the shop floor

• Data-driven — uses numbers and dashboards, not gut feel, to drive people decisions

• Change management capability — joining during a transformation phase; must build trust and credibility fast

• Builder's mentality — can create systems and processes where none exist today

• Conflict resolution & IR management — experienced in handling blue collar grievances and disciplinary matters

• Integrity and confidentiality — handles sensitive compensation, performance, and personal data with discretion

WHAT SUCCESS LOOKS LIKE

First 90 Days

• Complete audit of current HR operations — attrition data, compliance status, payroll accuracy, and team capability assessment

• PMS KPI cascade completed across all HODs; first monthly review cycle conducted

• Hiring pipeline restructured — TAT benchmarks defined, critical vacancies either filled or in active progress

• Compliance gaps fully mapped; remediation plan submitted to MD & CEO with timelines

End of Year 1

• PMS fully operational across all departments with quarterly review cadence running

• Attrition rate measured at baseline and reduction plan showing demonstrable results

• Full statutory compliance achieved with zero pending notices or defaults

• Payroll processed accurately for 6+ consecutive cycles

• HRMS implemented or SAP HR module integration mapped and in progress

• HR team operating with defined roles, SLAs, and performance accountability

• Employer brand and culture initiatives launched with measurable employee sentiment baseline

PREFERRED BACKGROUND — COMPANIES & PROFILE Ideal candidates will have worked in organisations such as:

Comparable Scale — Manufacturing + EPC

Mid-size electrical manufacturing and EPC companies in the Rs. 300 Cr to Rs. 1,500 Cr revenue range with a combined blue collar and white collar workforce