Head of HR

This role is for one of Weekday’s clients Salary range: Rs 1500000 - Rs 2300000 (ie INR 15 - 23 LPA)

Min Experience: 12+ years Location: Bengaluru, Karnataka, India JobType: full-time

We are seeking an experienced and entrepreneurial Head of HR to build and lead the human resources function for a growing manufacturing and engineering organisation. Reporting directly to the Managing Director, this senior leadership role will be responsible for the entire employee lifecycle, including workforce planning, talent acquisition, performance management, compensation and benefits, learning and development, employee relations, HR operations, and statutory compliance. The role will partner closely with the Managing Director and functional General Managers to align people strategy with business objectives, strengthen organisational capabilities, build leadership depth, and create a workplace that attracts and retains high-quality engineering, operations, and commercial talent. The ideal candidate will be a hands-on organisation builder who can establish scalable HR systems, improve existing processes, and take ownership of people-related priorities in a dynamic business environment. The position will be offered at a level between Senior Manager and General Manager, depending on the candidate's experience and leadership capabilities. Requirements Key Responsibilities 1. HR Strategy and Business Partnership - Develop and execute the annual HR strategy and people plan in alignment with business growth objectives. - Partner with the Managing Director and functional leaders on organisation design, role clarity, reporting structures, workforce productivity, and succession planning. - Act as a trusted advisor to the leadership team on people-related decisions, contributing to business reviews, budgeting, and strategic planning. - Track and report key HR metrics, including headcount, attrition, time-to-hire, training coverage, and employee engagement, with actionable recommendations. 2. Talent Acquisition and Workforce Planning - Translate business plans into workforce requirements across engineering, fabrication, assembly, quality, supply chain, sales, and support functions. - Lead end-to-end recruitment for senior leadership, specialist, technical, and shop-floor positions. - Establish structured hiring processes, competency-based interviews, and effective employer-branding initiatives. - Build sustainable talent pipelines through campus recruitment, internships, graduate programmes, and local talent networks. - Strengthen onboarding and early-tenure retention to help new employees, particularly experienced leaders, integrate and become productive quickly. 3. Performance Management, Compensation and Rewards - Design and implement a practical performance management framework with clear objectives, regular reviews, and measurable outcomes. - Develop role-grading and compensation structures that balance market competitiveness, internal equity, and business affordability. - Oversee payroll, employee benefits, variable-pay programmes, and compensation administration, ensuring accuracy, timeliness, and budgetary control. - Introduce recognition and retention strategies for critical engineering, design, leadership, and skilled-trade talent. 4. Learning, Development and Capability Building - Develop and own the learning and development strategy, combining classroom learning, on-the-job training, and internship programmes. - Establish leadership development pathways, including programmes for graduate engineers, first-line managers, and shop-floor supervisors. - Maintain skills matrices, competency records, and training documentation to support operational effectiveness and quality audits. - Collaborate with functional heads and the Quality team to identify capability gaps and link training initiatives to measurable business improvements. 5. Employee Relations, Culture and Engagement - Build a culture of ownership, accountability, collaboration, and op