Senior General Manager - Corporate HR - Cement/Manufacturing

Position: Senior General Manager - Human Resources (Corporate HR)

Location: Corporate Office

Industry: Cement / Large Manufacturing Group

Reporting To: Chief Human Resources Officer (CHRO)

Role Positioning: Second-in-Command to CHRO

1. Role Purpose:

The Senior General Manager - HR will play a pivotal role in driving the Corporate HR agenda of a large manufacturing organization. The position will be responsible for translating the organization's business objectives into effective HR strategies, strengthening organizational capabilities, building a robust talent pipeline and driving people-centric initiatives across the group.

The incumbent will work closely with the CHRO and senior business leadership to lead key HR functions, implement new initiatives, enhance organizational effectiveness and establish best-in-class people practices across corporate and manufacturing operations.

2. Key Responsibilities:

A. Talent Acquisition & Strategic Workforce Planning:

• Drive strategic talent acquisition for senior, leadership and critical positions across the organization.
• Develop effective recruitment strategies aligned with business growth and manpower requirements.
• Build leadership and critical talent pipelines for current and future business needs.
• Strengthen employer branding and explore innovative sourcing channels.

B. Talent Management & Succession Planning:

• Drive talent identification, assessment and development initiatives across the organization.
• Establish robust succession planning frameworks for critical and leadership positions.
• Develop high-potential talent pools and leadership development programmes.
• Partner with business leaders to strengthen organizational capabilities and leadership pipelines.

C. Performance Management & Organizational Effectiveness:

• Drive the annual performance management and appraisal process.
• Strengthen goal-setting, performance evaluation and calibration mechanisms.
• Establish performance-linked development and reward practices.
• Identify opportunities for organizational restructuring, role clarity and productivity enhancement.

D. Learning & Development:

• Develop and implement the corporate learning and development strategy.
• Identify capability gaps and design competency-based learning interventions.
• Drive leadership development, functional training and behavioural development programmes.
• Evaluate training effectiveness and ensure alignment with business priorities.

E. Employee Engagement & Culture Building:

• Develop and drive employee engagement initiatives across corporate and manufacturing locations.
• Strengthen organizational culture, employee connect and communication initiatives.
• Drive employee feedback, engagement surveys and action-planning processes.
• Promote a high-performance, collaborative and employee-centric work environment.

F. HR Strategy & New Initiatives:

• Partner with the CHRO in formulating and implementing the overall HR strategy.
• Lead the conceptualization and execution of new HR initiatives and transformation projects.
• Drive HR process standardization, digitization and automation.
• Benchmark HR practices against leading organizations and introduce innovative people management solutions.
• Support the CHRO in strategic HR reviews, management presentations and business leadership discussions.

G. HR Excellence & External Recognition:

• Lead participation in prestigious external and internal HR awards, assessments and benchmarking exercises.
• Drive initiatives to improve organizational recognition and employer brand positioning.
• Institutionalize HR best practices and continuously improve people processes.

H. HR Governance & Business Partnership:

• Ensure effective implementation of HR policies, systems and processes across the organization.
• Work closely with business heads, functional leaders and plant HR teams.
• Monitor HR metrics, people analytics and key performance indicators.
• Support the CHRO in reviewing HR effectiveness and driving organization-wide people priorities.

3. Key Deliverables:

• Successful implementation of the corporate HR strategy and key people initiatives.
• Strengthening of talent acquisition and leadership succession pipelines.
• Improved performance management and talent development frameworks.
• Enhanced employee engagement and organizational effectiveness.
• Introduction of innovative HR practices and process improvements.
• Improved employer branding and participation in reputed HR awards.
• Effective execution of strategic HR projects in partnership with the CHRO.

4. Educational Qualification:

• MBA / MSW in Human Resources from a reputed institute.
• Full-time qualification is mandatory.

5. Experience & Industry Background:

• Extensive experience in Corporate HR, preferably in a large, professionally managed organization.
• Strong exposure to Talent Acquisition, Talent Management, Performance Management, Learning & Development and Employee Engagement.
• Experience in HR strategy formulation and implementation.
• Demonstrated track record of driving organization-wide HR initiatives and transformation projects.
• Experience in external and internal HR awards and organizational benchmarking will be an advantage.
• Industry Preference: Cement industry preferred; candidates from large manufacturing organizations may also be considered.

6. Age Profile:

• Preferred age bracket: 45-50 years.

7. Desired Competencies:

• Strong strategic thinking and business orientation.
• Excellent leadership and stakeholder management skills.
• Ability to influence senior management and business leaders.
• Strong execution capabilities with a hands-on approach.
• Innovative mindset with the ability to drive change.
• Excellent communication, interpersonal and presentation skills.
• High degree of ownership, integrity and people orientation.

8. Ideal Candidate Profile:

An accomplished Corporate HR professional currently operating at a senior leadership level in a large cement or manufacturing organization, with the ability to partner closely with the CHRO and independently drive strategic HR initiatives. The ideal candidate should combine strategic HR thinking with strong execution capabilities and have a proven track record of building talent, strengthening organizational culture and introducing impactful HR interventions.