Job Description

Business Priorities: These priorities align HR efforts with the broader organizational strategy, enabling sustainable business outcomes.

1. Strategic Workforce Planning & Organizational Design

- Translate business strategy into actionable people moves.
- Lead workforce planning and budgeting to optimize productivity.
- Design and implement organizational structures that support strategic goals and close process gaps.
- Drive people related Idea savings and Effort Hours reduction as per Lean Management Systems. Proactively partner with business to maintain headcount and Staff/Contract Labour Costs within budget. Achieve the targeted effort hours, head count and savings targets agreed at the beginning of the year.

2. Talent Strategy & Succession Planning

- Develop and execute a forward-looking talent roadmap.
- Conduct talent reviews, competency assessments, and succession planning.
- Ensure timely, strategic hiring and build a diverse, future-ready talent pipeline.

3. Change Leadership & Transformation

- Lead complex change initiatives (e.g., M&A;, restructuring, new org integration).
- Drive transformation programs that align with business evolution.
- Support leaders and teams through change with structured interventions.

4. Culture & Engagement

- Champion ASPIRE tenets and LEAN principles.
- Role model and embed desired behaviours across the organization.
- Design and implement engagement strategies to shape a high-performance culture.
- Drive Autonomous Way of working culture on the shopfloor and connect with the performance management systems.
- Drive the Speak-up culture and Quality transformation agenda across site.

5. Stakeholder Engagement & External Relations





- Partner with business leaders to align HR with strategic needs.
- Manage employee relations and proactively address grievances.
- In close partnership with the legal team, represent the organization in external forums and ensure compliance with labour laws.

Functional Priorities: These are core HR responsibilities that enable business success through operational excellence and people-centric processes.

1. Talent Development & Capability Building

- Have a clear Succession plan and pipeline into Site Leadership Team (SLT) and SLT-1 roles.
- Identify capability gaps and partner with L&D; and TTO teams to build critical skills.
- Support individual development planning and career growth.
- Promote a learning culture aligned with business priorities (e.g., Leadership, LTO, Product Robustness, Process Robustness, Asset Robustness and People Robustness capabilities).
- Apply Buy, Build and Transfer strategy to drive Capability.

2. Performance & Rewards

- Lead the performance management cycle with a focus on continuous feedback and accountability.
- In close partnership with C&B; CoE, implement compensation and perks strategies that attract, retain, and motivate talent.
- Ensure governance and fairness in performance and rewards processes.
- Identify top performers and bottom performers early on and implement interventions accordingly.

3. HR Process Excellence & Service Delivery





- Continuously improve HR processes across the employee lifecycle in close partnership with HR shared services.
- Guide HR Partners on escalations, compliance, and policy interpretation.
- Leverage internal and external expertise to co-create solutions aligned with business needs.

4. Recruitment, Onboarding & Employee Experience

- Work in close partnership with Recruitment CoE to drive timely closure and on time joining for budgeted head count and ensure 100% staffing in Must Win Products and Products that Matter lines.
- Deliver a seamless onboarding experience that accelerates integration and productivity.
- Enhance employee experience through consistent, high-quality HR touchpoints.

5. HR Analytics & Insights

- Generate actionable insights through HR analytics and reporting received through Shared Services or SpadeX teams.
- Use data to inform retention strategies and address workforce challenges.

6. Employee and Industrial Relations

- Develop and execute Industrial Relations strategy aligned to business objectives, ensuring strong ER/IR governance across operating sites.
- Build proactive IR risk intelligence through deep understanding of labour laws, union dynamics, and workforce sentiment; guide site HR and leaders.
- Drive positive employee relations, collective bargaining, and timely resolution of disputes to sustain industrial harmony.
- Assess and manage IR impact of organizational changes and transformations, enabling smooth transitions and employee confidence.
- Strengthen stakeholder relationships (government, community, contractors, local authorities) to protect compliance, continuity, and social license to operate.

📌 Cluster P&O Partner - Bollaram API Sites
🏢 Dr. Reddy's Laboratories
📍 Bollaram