Head - Human Resources - Manufacturing

Head HR Key Responsibilities:

- Lead and integrate the Human Resources Centers of Excellence (CoEs), including Total Rewards, Organization Development (OD), Talent Acquisition, Leadership Development, Talent Management, HR Analytics, and HR Policies, ensuring a unified enterprise people strategy aligned with Trident's business objectives.

- Drive collaboration across CoEs to eliminate functional silos and create a seamless employee experience throughout the talent lifecycle.

Enterprise HR Strategy & Transformation:

- Design, implement, and continuously enhance enterprise-wide HR frameworks, policies, and governance models covering organization design, performance management, grading structures, compensation architecture, succession planning, leadership development, and talent acquisition.

- Partner with the Chief People Officer (CPO) and Business Leaders to translate organizational strategy into scalable people initiatives that support business growth, productivity, and operational excellence.

- Lead large-scale HR transformation, change management, and organizational effectiveness initiatives across manufacturing and corporate businesses.

Total Rewards & Compensation Strategy:

- Develop and govern the organization's Total Rewards philosophy, including job architecture, compensation structures, incentive plans, executive compensation, benchmarking, salary governance, and pay equity.

- Ensure external market competitiveness while maintaining internal equity, performance differentiation, and cost optimization.

- Drive annual compensation reviews, long-term incentive programs, and reward governance aligned with business priorities.

Organization Development & Leadership Capability:

- Lead enterprise-wide Organization Development initiatives, including organization design, workforce capability building, leadership development, succession planning, employee engagement, and culture transformation.

- Build future-ready leadership pipelines and competency frameworks to strengthen organizational capability and business continuity.

- Drive enterprise-wide change management initiatives supporting business expansion, digital transformation, and operational excellence.

Talent Acquisition Excellence:

- Define and govern the enterprise Talent Acquisition strategy, including workforce planning, employer branding, executive hiring, recruitment governance, vendor management, and hiring quality standards.

- Establish best-in-class recruitment processes, improving quality of hire, time-to-fill, candidate experience, and hiring cost efficiency.

- Partner with HR Business Partners and Business Leaders to build strategic talent pipelines for critical leadership and niche roles.

Governance, Policy & Compliance:

- Establish robust governance frameworks, HR policies, and standardized operating procedures across all CoEs.

- Ensure compliance with applicable labour legislation, statutory requirements, internal controls, and corporate governance standards.

- Continuously review and modernize HR policies to align with evolving business and regulatory requirements.

Stakeholder Management & Business Partnership:

- Serve as a strategic advisor to the Chief People Officer, Business Unit Heads, and HR Business Partners on enterprise people strategy.

- Collaborate with business leadership to ensure HR frameworks are practical, scalable, and effectively embedded across the organization.

- Influence senior stakeholders to drive organizational effectiveness and cultural transformation.

HR Analytics & Digital Transformation:

- Develop enterprise HR dashboards and analytics covering compensation competitiveness, organization health, talent metrics, leadership effectiveness, workforce productivity, and recruitment performance.

- Leverage people analytics and digital HR platforms to support data-driven decision-making and continuous improvement.

- Champion HR technology, automation, AI-enabled talent solutions, and process digitization.

External Benchmarking & Thought Leadership:

- Represent the organization in industry forums, benchmarking studies, and professional networks.

- Stay abreast of emerging HR trends, compensation practices, organizational design methodologies, talent strategies, and regulatory developments.

- Position Trident as an employer of choice through innovative people practices and external thought leadership.

Candidate Profile:

- MBA/PGDM in Human Resources or equivalent qualification from a premier institution.

- Minimum 20 years of progressive HR leadership experience, with significant expertise across Total Rewards, Organization Development, Talent Acquisition, Leadership Development, Talent Management, and HR Strategy.

- Proven experience leading enterprise HR Centers of Excellence within large, diversified manufacturing or corporate organizations.

- Demonstrated success in designing and implementing enterprise-wide compensation frameworks, organization structures, leadership development programs, talent strategies, and HR governance models.

- Strong experience leading senior HR leaders and multidisciplinary CoE teams, with the ability to coach, mentor, and build high-performing leadership teams.

- Extensive exposure to HR transformation, digital HR, organization restructuring, and large-scale change management initiatives.

- Deep understanding of HR analytics, workforce planning, compensation benchmarking, organization effectiveness, and enterprise talent management.

- Experience working within complex, matrixed, multi-business organizations with strong stakeholder management capabilities.

- Strong commercial acumen with the ability to align people strategy to business outcomes.

- High executive presence, strategic thinking, and the ability to influence Board members, CXOs, and senior business leaders.