HR Head

Designation: Strategic HR Business Partner Department: Human Resources Reports to: Chief Executive Officer Education: Bachelor’s degree in Human Resources, Business Administration, or related field required. Master’s degree in HR or MBA preferred. Experience: 8+ years of progressive HR experience, with at least 3-5 years in a strategic HRBP Location: Selu, Parbhani (Maharashtra) Employment Type:Full-time, Permanent Job Summary: The Strategic HR Business Partner (HRBP) will play a key role in aligning the human resources function with business objectives at both the plant and corporate levels for a leading pyrolysis organization.

This role is focused on driving HR strategy, workforce planning, talent management, and leadership development to support the plant's operational needs and the company’s broader corporate goals. The HRBP will work closely with senior management and plant leadership to provide HR expertise in achieving operational excellence and business growth.

Key Responsibilities

1. Strategic HR Alignment Collaborate with senior leadership (both corporate and plant-level) to develop and implement HR strategies that align with the company’s business objectives. Understand the business direction of the pyrolysis industry, including production demands, sustainability trends, and market competition, to anticipate workforce needs. Serve as a trusted advisor to executives on all human resources-related matters, providing insights and recommendations on organizational design, culture development, and change management.
2. Workforce Planning and Talent Acquisition Develop and execute a workforce plan to ensure the organization has the right talent at the plant and corporate levels to meet its short-term and long-term goals. Partner with hiring managers to identify talent needs and lead the recruitment process for key positions, particularly for critical roles in production, engineering, R&D, and leadership. Establish and nurture talent pipelines to support succession planning and ensure a steady flow of talent for future growth.
3. Performance Management and Leadership Development Oversee the implementation of performance management processes, ensuring alignment with both plants operations and corporate objectives. Identify high-potential employees and design development programs to enhance their skills and prepare them for leadership roles. Lead initiatives for leadership development, including training, mentoring, and coaching for both plants managers and corporate leaders.
4. Employee Relations and Engagement Act as the primary point of contact for resolving employee relations issues, including grievances, conflicts, and performance challenges. Develop and implement employee engagement strategies that improve morale, retention, and productivity across the plant and corporate functions. Ensure a positive and productive working environment by promoting a culture of trust, collaboration, and accountability.
5. Organizational Development and Change Management Lead efforts to streamline organizational structure and improve operational efficiencies at both the plant and corporate levels. Support the implementation of change initiatives, such as restructuring, new technology adoption, or cultural transformation, to ensure smooth transitions. Work with cross-functional teams to implement HR-related change management programs in line with plant and corporate strategy.
6. HR Policy and Compliance Ensure the organization complies with all local, state, and federal employment laws and regulations, including those related to health, safety, and the environment. Develop and enforce HR policies and procedures that support plant safety initiatives, operational efficiency, and corporate governance. Partner with plant leadership on safety training programs and compliance initiatives to mitigate operational risks. 7.

Compensation

and Benefits Management Collaborate with corporate HR and finance to manage compensation structures that are competitive, equitable, and aligned with the market. Oversee plant-specific compensation plans, ensuring they meet both operational needs and corporate compensation philosophy. Lead efforts to optimize employee benefits, health programs, and wellness initiatives to improve workforce satisfaction and retention. 8. Data-Driven HR Decisions Use HR analytics and key performance indicators (KPIs) to track workforce trends, employee engagement, and performance metrics. Provide actionable insights from data to inform decision-making at both the plant and corporate levels. Support continuous improvement by analyzing the impact of HR initiatives and making data-driven recommendations for enhancement.

Qualifications

& Experience: Bachelor’s degree in Human Resources, Business Administration, or related field required. Master’s degree in HR or MBA preferred. 8+ years of progressive HR experience, with at least 3-5 years in a strategic HRBP role in a manufacturing, industrial, or plant-based environment. Experience in the energy or recycling industry, especially pyrolysis, is a plus.

Skills: Strong understanding of business operations, particularly within a plant setting, with the ability to align HR strategies with operational goals. Exceptional leadership and influence skills, with the ability to work cross-functionally and partner with executives and plant leadership. Deep knowledge of talent management, organizational development, and change management best practices.

Excellent problem-solving skills and the ability to navigate complex employee relations issues. Strong analytical skills and ability to make data-driven decisions. Thorough understanding of employment law, compliance, and HR policy development. Excellent communication, interpersonal, and negotiation skills. Key Competencies: Strategic Thinking: Ability to translate business strategies into HR actions that drive measurable results.

Relationship Management: Proven ability to build strong, trusted relationships with leaders and employees at all levels. Adaptability: Comfortable managing a dynamic and fast-paced work environment, including the challenges associated with plant operations. Change Leadership: Ability to lead change initiatives and foster a culture of continuous improvement and innovation.

Collaboration: A team player who can work effectively across corporate and plant operations.