Trident Group - Strategic HR Head

Strategic HR Head

Trident is a progressive, diversified group of sector-leading business engaged in creating a buoyant economic climate. At Trident, we work hard to establish strong, ethical and regulations complaint corporate governance as one of the pillars of core Manpower structure.

Job Objective-

The role holder will act as a Strategic HR leader responsible for defining the organization's People Strategy in line with its business vision and ensuring flawless execution through strong project management, governance, and analytics.

This role requires deep, hands-on exposure across Organization Development (OD), Learning & Development (L&D), Talent Acquisition (TA), Talent Management (TM), HR Generalist operations, and the ability to work extensively with external knowledge partners, consultants, and digital vendors.

The incumbent must combine strategic thinking with operational and administrative excellence, ensuring HR transformation initiatives are delivered on time, within scope, and with measurable business impact.

Organization Context Requirement (Must-Have)-

• Experience in organizations with headcount equivalent or greater than 10K.
• Exposure to multi-business / multi-location manufacturing setups.
• Experience working closely with promoters / promoter-driven governance structures.
• Hands-On Experience of working with the Knowledge Partners and strong project management and execution capability.
• Stakeholder Influencing and Leadership Presence

Span of Control

• Direct Reporting: 5-6 Leads (from different gamut's of HR like- TA, TM, L&D, HR Analytics etc)
• Indirect Team Size: 35+ finance professionals across locations.

Key Performance Indicators (KPIs)

• Succession readiness for critical and leadership roles
• Successful delivery of strategic HR programs (timelines, quality, ROI)
• EVP consistency and impact on attraction and retention.
• Strength of HR analytics and data driven insights
• Digital HR adoption and operational efficiency Roles & Responsibilities:

People Strategy & HR Transformation (Program Ownership)

• Define and drive the organization-wide People Strategy, aligned with business priorities and growth plans.
• Act as the program manager for large, complex HR initiatives, ensuring structured planning, milestones, risk management, and execution excellence.
• Translate strategy into well-governed HR programs with clear deliverables, timelines, budgets, and success metrics.

Succession Planning & Talent Management

• Design and implement a robust succession planning framework for critical and leadership roles.
• Identify high-potential talent and ensure readiness through structured development journeys, IDPs, mentoring, and coaching.
• Partner with leadership and external experts to future-proof leadership capabilities.

Organisation Development

• Lead large-scale OD interventions including organization design, role clarity, governance models, competency frameworks, culture transformation, and change management.
• Work closely with knowledge partners and consulting firms to design and deploy OD solutions at scale.

Learning and Development

• Own enterprise-level learning architecture covering leadership development, functional capability building, and future skills.
• Manage partnerships with learning vendors, universities, digital platforms, and SMEs.
• Ensure ROI-driven learning through analytics, feedback loops, and performance impact measurement.

HR Analytics & Data Driven Decision Making

• Build a strong HR analytics capability, leveraging workforce data to inform leadership decisions.
• Track and analyze metrics related to succession readiness, leadership pipeline, engagement, attrition, productivity, learning impact, and talent ROI.
• Present insights through dashboards, MIS, and executive-ready analytics.

Project Management & Governance Excellence

• Apply strong project management discipline across all strategic HR initiatives.
• Establish structured governance mechanisms, review forums, documentation, and reporting standards.

Digital HR & Systems Integration

• Lead the integration of digital HR tools and platforms into existing HR systems.
• Partner with HR tech vendors and implementation partners to drive automation, scale, and improved employee experience.

Performance, Rewards & Compensation

• Lead or oversee performance management system design/redesign, goal alignment, and review cycles.
• Ensure rewards, recognition, compensation, and benefits frameworks are market-aligned, internally equitable, and performance-driven.

Role Essentials and Competencies-

• Bachelor's Degree (BA / BBA / B.Com) in Human Resources or related discipline.
• MBA / PGDM with specialization in Human Resources (mandatory)
• 12+ years of progressive HR experience, including senior leadership roles
• Proven exposure across OD, L&D, TA, TM, HR Generalist, Compensation, and Employee Relations
• Strong history of managing large HR transformation projects and multiple stakeholders
• Experience working with external consultants, knowledge partners, and HR technology vendors.

Location - Ludhiana

CTC - 84 LPA Onwards