ROLE PURPOSE

This role is the senior leadership's proxy in organisation's transformation system. The incumbent owns the end-to-end transformation mandate — ensuring that enterprise-wide change programs are implemented with fidelity to senior management intent, functional leaders are aligned and held accountable, and the organization builds permanent transformation capability beyond any single consulting engagement.

The role operates at the intersection of strategy and execution — challenging external consultants where recommendations don't fit organizational reality, coaching the HR team on prioritization and implementation, and acting as the first-layer problem solver before escalation to senior leadership.

KEY RESPONSIBILITIES

1. Transformation Program Ownership

Own the implementation of enterprise transformation programs (including Project Disha) across all functional workstreams — Manufacturing, R&D;, API, HR, Commercial, and CorporateEnsure rollout aligns with senior management expectations, timelines, and quality standardsAct as first-layer problem solver — identify and resolve bottlenecks before escalation to senior leadershipMaintain transformation governance: milestone tracking, cross-functional dependencies, risk management2. External Consultant Interface & Quality Control

Serve as the primary internal counterpart to WTW and future consulting partnersChallenge consultant assumptions and recommendations where they don't reflect organization's organizational realityEnsure consulting deliverables are translated into implementable, context-appropriate action plansManage consulting engagement value — ensure outputs serve long-term institutional needs, not just project completion3. Business Leader Alignment

Align functional heads across Manufacturing, R&D;, HR, Sales,



and Commercial to transformation prioritiesPush back constructively on business assumptions that conflict with transformation objectivesRepresent senior management intent in functional discussions and workstream reviewsBuild credibility with function leaders as a transformation partner — not a corporate oversight layer4. HR Team Coaching & Prioritization Support

Coach HR leadership on transformation prioritization, sequencing, and implementation of recent operating model recommendationsHelp HR leaders build capacity to own and drive transformation workstreams independently over timeFacilitate prioritization when competing HR transformation initiatives create resource or bandwidth conflictsSupport people development within HR as a coaching orientation — not as an execution substitute5. Future Transformation Strategy

Beyond current consulting engagements, identify next-wave transformation initiatives Organization should pursueBuild institutional transformation capability: frameworks, playbooks, and governance that outlast any single programAdvise senior leadership on emerging organizational design, capability building, and change management prioritiesInstitutionalize transformation learnings so each program builds on the lastEXPERIENCE PROFILE

Must Have

12–15 years of total experience, with last 4–6 years in transformation, change management, or organizational development rolesBackground in a large Indian promoter-led or listed conglomerateHas owned transformation outcomes across resistant functions — not just participated in transformation programsCareer trajectory: started in strategy, OD, HRBP, or a functional role — grew into enterprise transformationProven ability to challenge external consultants and business assumptions from a position of informed credibilityStrong stakeholder management — has aligned, influenced, and pushed back on functional heads at a senior levelComfortable operating with ambiguity and in promoter-led decision-making environments

Good to Have

Experience in regulated industry — pharma, FMCG, chemicals, auto, or financial servicesPeople development or formal coaching experienceExposure to multi-entity or multi-business-unit organizational complexityFamiliarity with HR operating model transformation (COE model, HRBP redesign, HRMS implementation)

📌 Lead Enterprise Transformation (Mumbai)
🏢 Emcure Pharmaceuticals
📍 Mumbai