HR and Organisation
/ Engineering Services [ India ]
9 Months
Interim CHRO head for an engineering services firm.
CLIENT:
A global engineering and technology company that design and deliver renewable energy solutions for offshore wind, hydropower, hydrogen, and carbon capture, utilization & storage.
CONSULTANT:
A highly accomplished Global HR Leader with 25+ years of experience, with deep specialization in engineering, manufacturing, industrial, and services-led organizations. She has served as Group CHRO at Jindal Steel & Power, leading HR transformation initiatives across large steel and engineering operations, including performance management, HR technology transformation, leadership development, and workforce capability building. Her prior roles include Vice President – Group HR at Tata Sons, where she shaped HR strategy for multiple Tata engineering and industrial businesses, and HR Head for India Engineering Operations at GE’s John F. Welch Technology Centre, supporting Power, Energy, Oil & Gas, and Aviation engineering R&D teams. She brings strong expertise in project-driven environments, technical talent management, organization design, and change leadership
ASSIGNMENT:
The consultant will lead the implementation of India’s new labour codes, ensuring full statutory compliance and alignment with global HR practices ahead of the June 2026 review cycle. This includes interpreting regulations, coordinating with stakeholders, and embedding best-in-class industry practices.
Strategically, the role involves developing and executing the India HR strategy in line with global priorities, advising leadership on people-related matters, and translating business goals into workforce and talent plans. The consultant will drive organizational effectiveness through talent management frameworks, workforce planning, and optimized recruitment for both volume and niche roles.
Key responsibilities include strengthening HR policies, governance, and compliance; managing employee relations and engagement; and mitigating HR risks. The consultant will also guide HR Business Partners, enhance performance culture, and support global HR operations and shared services. Additionally, the role requires leading change and transformation initiatives, ensuring effective communication and adoption, and collaborating closely with India and global stakeholders. Regular reporting, analytics, and adherence to governance standards are essential to track HR performance and outcomes.
Strategically, the role involves developing and executing the India HR strategy in line with global priorities, advising leadership on people-related matters, and translating business goals into workforce and talent plans. The consultant will drive organizational effectiveness through talent management frameworks, workforce planning, and optimized recruitment for both volume and niche roles.
Key responsibilities include strengthening HR policies, governance, and compliance; managing employee relations and engagement; and mitigating HR risks. The consultant will also guide HR Business Partners, enhance performance culture, and support global HR operations and shared services. Additionally, the role requires leading change and transformation initiatives, ensuring effective communication and adoption, and collaborating closely with India and global stakeholders. Regular reporting, analytics, and adherence to governance standards are essential to track HR performance and outcomes.
OUTCOME:
1) Successful implementation of new labour codes with full statutory compliance and zero regulatory gaps ahead of the June 2026 deadline.
2) Alignment of India HR practices with global frameworks, ensuring consistency while addressing local business and legal requirements.
3) A clearly defined and executed India HR strategy that supports business growth, workforce scalability, and long-term capability building.
4) Improved talent management outcomes, including structured career paths, enhanced skill development, and reduced attrition of critical talent.
5) Optimized workforce planning and deployment, ensuring efficient resource utilization, reduced bench strength, and readiness for project demands.
6) Strengthened recruitment engine सक्षम of delivering both high-volume and specialized hiring with improved time-to-fill and quality of hire.
7) Robust HR governance and policies, with strong controls, documentation, and risk mitigation mechanisms in place.
8) Enhanced employee engagement and relations, fostering a high-performance, collaborative, and ownership-driven culture.
2) Alignment of India HR practices with global frameworks, ensuring consistency while addressing local business and legal requirements.
3) A clearly defined and executed India HR strategy that supports business growth, workforce scalability, and long-term capability building.
4) Improved talent management outcomes, including structured career paths, enhanced skill development, and reduced attrition of critical talent.
5) Optimized workforce planning and deployment, ensuring efficient resource utilization, reduced bench strength, and readiness for project demands.
6) Strengthened recruitment engine सक्षम of delivering both high-volume and specialized hiring with improved time-to-fill and quality of hire.
7) Robust HR governance and policies, with strong controls, documentation, and risk mitigation mechanisms in place.
8) Enhanced employee engagement and relations, fostering a high-performance, collaborative, and ownership-driven culture.