Job Description
The Head of Human Resources at Jakson Infra will be a strategic leader responsible for managing HR operations for both the Head Office and project sites. This role involves overseeing recruitment, compliance, employee engagement, and team management while ensuring alignment with organizational goals. Additionally, the Head of HR will be responsible for implementing effective Learning & Development programs, leading OD interventions, and integrating AI-driven technologies to enhance HR efficiencies. Strategic HR Leadership includes developing and executing HR strategies aligned with the company’s mission and objectives in the infrastructure sector and providing strategic advice to senior leadership on HR implications related to organizational change and strategic initiatives. HR Operations Management includes overseeing HR operations for the Head Office and project sites, ensuring consistency in policies, procedures, and best practices across all locations, and managing a competent HR team across different functions to foster collaboration and effective implementation of HR initiatives. Recruitment and Talent Acquisition responsibilities include minimizing turnaround time for open positions through smart recruitment practices and stringent pre-assessment of candidates, enforcing policies to prohibit TA activities against manual requisitions, and establishing an audit system to ensure compliance. Compliance and Site Administration responsibilities include ensuring compliance with labour laws and industry regulations for all HR activities at project sites and the Head Office and providing administrative support for operational efficiency, including facilitating training and onboarding processes on-site. Employee Engagement and Retention responsibilities include developing and implementing an Employee Engagement Plan that enhances workplace culture and morale through team-building events, recognition programs, and wellness initiatives and establishing a 360-degree feedback mechanism for critical roles to foster continuous improvement and development. Performance Management and Learning & Development responsibilities include implementing effective performance management systems to monitor and enhance employee performance and designing and delivering tailored L&D programs aligned with employee developmental needs and organizational objectives. HR Reporting and Data Analysis responsibilities include preparing and presenting detailed HR reports to the Managing Director covering recruitment progress, attrition data, employee engagement levels, and retention strategies and utilizing data analytics to inform decisions and enhance HR strategies. Budget Management and Cost Efficiency responsibilities include developing and managing HR budgets, ensuring financial prudence in hiring and operational activities, monitoring expenditures, and strategically optimizing resource allocation. Technology and Innovation responsibilities include leading the integration of AI and cutting-edge technologies into HR operations to enhance recruitment, performance tracking, and employee management processes and staying informed about HR technology trends to improve operational efficiency. Key external stakeholders include hiring partners and consultants, training partners, labour contractors, statutory authorities and inspectors, and industry bodies and institutes. Key internal stakeholders include the Managing Director, COOs, Business Heads, Project Directors and Site Leadership, Finance, Legal, Admin, HSE, and IT. Workforce Planning and Organization Design responsibilities include developing an annual manpower plan for the Head Office and project sites aligned with the order book and mobilization plans, quarterly workforce re-forecasting and redeployment planning, and succession coverage for all critical roles at AGM level and above. Targets include approval of the manpower plan within 30 days of the financial year start, quarterly refresh by the 10th of the following quarter, at least 95% of planned mobilizations delivered on time against project baseline, and 100% succession plans for critical roles. Talent Acquisition and Deployment KPIs include band-wise recruitment TAT, 100% hiring through approved HRMS requisitions, offer-to-join ratio, 90-day retention, and mandatory market reference checks for AGM and above roles. Targets include at least 95% of roles closed within defined TAT, zero process exceptions, monthly audits with closures within 30 days, an offer-to-join ratio of at least 85%, 90-day retention of at least 95%, and 100% reference checks completed before offer release. Project-Site HR Governance and Visits include maintaining site visit cadence, grievance resolution timelines, and workforce welfare and audit compliance covering camps, canteens, and safety induction. Targets include one HRBP visit per site per month, one Head HR visit to a priority site every two months, visit reports within 72 hours, at least 90% of grievances closed within seven working days, no cases exceeding 30 days, quarterly welfare audits, and action closure within 30 days. Compliance, Industrial Relations and Risk responsibilities include statutory compliance across the Head Office and sites covering CLRA, BOCW, PF, ESI and other applicable requirements, audit outcomes and closure of non-conformities, IR stability, disputes, stoppages, and contractor compliance. Targets include 100% on-time statutory filings and renewals, zero major non-compliances, audit non-conformities closed within 30 days with no repeat issues, zero man-days lost due to IR issues, and 100% contractor compliance validated monthly. Performance Management and Productivity responsibilities include timely completion of goal setting, mid-year and annual appraisals, PMS capability covering calibration, documentation and PIP governance, and productivity levers covering attendance, overtime control and manpower utilization. Targets include 100% PMS cycle completion within timelines, 100% calibration completion, monthly PIP reviews with documented outcomes, and site-wise productivity improvement targets tracked with operations. Learning, Leadership Development and Capability Building responsibilities include skill assessments, Individual Development Plans, leadership development through Tier-1 programs, and training effectiveness and impact measurement. Targets include skill diagnostics for 100% of critical roles by Q2, IDPs created and tracked on HRMS, at least 80% completion of leadership programs with at least a 4.2 out of 5 participant rating, and impact assessment for at least 70% of programs with measurable outcomes. Engagement, Culture and the A-Team Initiative include engagement plan execution and budget tracking, eNPS improvement and participation, culture rollout through rituals and recognition, and 360-degree feedback for critical roles. Targets include engagement plan approval by Q1 with at least 90% execution, eNPS improvement of at least 10 points with at least 70% participation, 100% leadership orientation with quarterly reinforcement, and 360-degree feedback completed for 100% of critical roles by Q3. HR Operations, HRMS, Analytics and Cost Efficiency KPIs include payroll accuracy and timeliness, HRMS adoption and data quality, HR reporting and insights to leadership, budget adherence, and cost optimization. Targets include payroll accuracy of at least 99% with 100% on-time processing, at least 95% active employee coverage on HRMS with no more than 2% data variance, monthly HR scorecards shared by the fifth working day, action items closed within 30 days, and HR budget maintained within plus or minus 3% with defined annual cost optimization. Jakson Infra has a CAGR of approximately 45% for three years and an unexecuted order value of INR 4,000 crores as of 1 September 2025. The organization offers the opportunity to be part of a dynamic and forward-thinking company committed to sustainability and innovative solutions and to lead high-impact projects that contribute to community development and environmental conservation. Candidates must be willing to travel frequently to project sites and possess strong written and spoken communication skills in English and Hindi, with additional local languages preferred. Leadership requirements include a business partnering mindset, strong stakeholder management with MDs, COOs and Project Directors, change leadership, high integrity, data-driven decision making, and the ability to operate in fast-changing environments. Functional expertise should include high-volume hiring across white-collar and blue-collar roles, contractor workforce and CLM exposure, manpower mobilization for project start-ups, statutory compliance covering PF, ESI, CLRA and labour laws, performance management, compensation and benefits, HRIS and HRMS, and L&D architecture. Candidates should have 17–18 years of overall experience with at least 3+ years in a senior HR leadership role. Strong preference is given to candidates from EPC, Infrastructure, Construction or Industrial organizations with multi-site operations covering Head Office and project sites. Education required is an MBA or PGDM in HR or IR, with full-time education preferred. Key competencies include strategic and visionary HR leadership, the ability to anticipate workforce, capability and cultural shifts across the EPC and infrastructure sectors, leadership and high-stakes decision making, workforce governance and industrial relations acumen, deep understanding of India’s labour ecosystem and statutory requirements, stakeholder management and cross-functional collaboration, and an analytical and transformation-driven mindset with proficiency in HR analytics, digital tools and people insights.
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