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 open communication across functions and work shifts. • Manage employee grievances, disciplinary matters, workplace conflicts, and employee exits with fairness, consistency, and discretion. • Implement employee engagement and feedback mechanisms, including surveys, skip-level interactions, and town halls, and ensure timely follow-through. • Work with Operations and Environment, Health and Safety (EHS) leaders to promote a safe, inclusive, and respectful workplace across offices and manufacturing facilities. 6. HR Operations, Labour Laws and Statutory Compliance • Ensure compliance with applicable Indian labour and employment laws, statutory registrations and returns, contract labour requirements, and employee benefit regulations. • Implement and maintain HR policies, employee handbooks, standard operating procedures, and workplace policies, including POSH requirements. • Maintain audit-ready employee records and documentation, supporting statutory inspections and quality management requirements. • Implement and manage an HR Information System (HRIS) and digital processes for attendance, leave, payroll, performance reviews, and employee records. • Use HR dashboards and reliable workforce data to support informed decision-making and improve operational efficiency. • Lead and develop the HR team while managing external partners, including recruitment agencies, payroll providers, compliance consultants, and training vendors. Must-Have Skills • Strong expertise in Human Resources Management, including HR strategy, workforce planning, employee lifecycle management, and organisational development. • Thorough understanding of Indian labour laws, employment regulations, and statutory compliance requirements. • Hands-on experience managing statutory registrations, returns, contract labour compliance, employee benefits, and workplace policies. • Proven ability to build and scale HR processes across recruitment, performance management, compensation, learning and development, and emp