QUALITY POWER ELECTRICAL EQUIPMENTS LIMITED

& Indian Group Companies

GM Human Resources, Industrial Relations & Administration

Company Background

Quality Power Electrical Equipments Limited (Quality Power / the Group) is a Sangli (Maharashtra)-headquartered, India-origin global manufacturer of critical high-voltage electrical equipment and power technologies. Incorporated in 2001, the company is among the few global manufacturers of equipment for High Voltage Direct Current (HVDC) and Flexible AC Transmission Systems (FACTS) networks key infrastructure enabling the transition of renewable energy into national grids. Its product portfolio spans reactors, transformers, converters, line traps, instrument transformers, capacitor banks, harmonic filters and reactive power compensation systems, serving customers across power generation, transmission, distribution and automation.

The Group listed on the BSE and NSE in February 2025 (BSE: 544367, NSE: QPOWER) through an IPO that raised approximately 859 crore, and has since grown rapidly through organic expansion and acquisitions (including Mehru Electrical and Mechanical Engineers). As of early September 2026 its market capitalisation is approximately 11,00012,000 crore this figure moves with the market and should be verified against a live quote before external use. The Group operates manufacturing facilities at Sangli and Aluva, with other units under respective local managements, and is founder-promoter led (Pandyan family), currently transitioning from a closely-held, promoter-managed enterprise towards a professionally governed organisation, while the founding family remains deeply and personally involved in operations.

[Note to recruiter: the figures above on listing and market capitalisation are drawn from public market data as of the date of this JD and are for context only please verify current figures independently before sharing with candidates, as stock market data changes frequently.]

Role Purpose

The GM HR, IR & Administration will be the senior-most people-function leader for the Group, owning the full HR value chain recruitment, retention, rewards, performance management, industrial relations, statutory compliance, salary administration and administration across the Corporate Office and all manufacturing plants. The role carries functional (solid-line) authority over HR/IR heads at every plant, and is expected to build skilled, scalable HR systems and processes for an organisation that is scaling rapidly, while working closely and directly with the Jt.

Managing





Director to balance the founder-promoter's people philosophy (no-layoff culture, high-touch personal involvement, strong shop-floor orientation) with the discipline required of a listed, professionalising company.

Key Responsibilities

Talent Acquisition, Retention & Rewards

- Own end-to-end recruitment for Corporate Office and all plants from workforce planning and manpower budgeting to sourcing, selection and onboarding, for both white-collar and blue-collar / workmen categories.
- Design and drive retention strategy, including career-pathing, engagement initiatives and exit-interview-driven course correction, with specific attention to attrition among workmen and first-line supervisors on the shop floor.
- Own the Total Rewards framework salary structuring, annual compensation review, incentive design, and benchmarking against comparable manufacturing / engineering companies.

Performance Management

- Design, implement and run the Performance Management System (PMS) cycle Group-wide goal-setting, mid-year reviews, annual appraisals with consistent, objective calibration across Corporate and plant locations.
- Link PMS outcomes credibly to increments, bonus and promotion decisions, and build manager capability to conduct fair, well-documented appraisals.

Industrial Relations

- Own IR strategy and day-to-day industrial relations at Sangli and other manufacturing locations union / workmen engagement, wage settlements, grievance handling, and disciplinary processes in a manner consistent with the Group's stated preference for care and restraint over harsh action. At present, the company does not have any unionised employees.
- Build a structured grievance redressal mechanism and proactive communication channels with workmen to pre-empt disputes.
- Personally engage on the shop floor across locations, building direct relationships that reduce dependence on informal, personality-driven channels of escalation.
- Represent the Group before labour authorities, conciliation officers and, where required, in liaison with legal counsel on IR matters.

Statutory Compliance & Salary Administration

- Ensure 100% statutory compliance across all locations under the Occupational Safety, Health and Working Conditions Code 2020, Factories Act, PF, ESI, Bonus,



Gratuity, Shops & Establishments Act, and other applicable Central / State labour legislation directly relevant given the Group's obligations as principal employer for contract workmen (see the Group's PPE Usage, Care & Replacement SOP for the related HSE compliance framework).
- Own accurate, on-time salary administration and payroll governance for the Group, including statutory deductions, TDS coordination with Finance, and full and final settlements.
- Maintain and periodically audit the PPE Issue Register, personnel files and statutory registers in coordination with plant HSE and Stores functions.

Customer, Social & Sustainability Compliance Audits

- Own Group-wide readiness and closure for customer social-compliance and sustainability audits (e.g., SA8000, SMETA/Sedex, EcoVadis, RBA, and individual customer codes of conduct), which are increasingly a condition of doing business with global power-sector customers.
- Build and maintain the underlying HR/IR/HSE documentation, policies and records (working hours, wages, freedom of association, grievance mechanisms, child/forced-labour safeguards, contract-workmen governance) that these audits test, in coordination with HSE, Legal and Plant Heads.
- Lead Corrective Action Plans (CAPs) arising from customer or third-party audits, track closure within committed timelines, and report status to the Jt. Managing Director and, as needed, to customers directly.
- Keep the Group's practices aligned to evolving ESG / sustainability disclosure expectations relevant to a listed company (BRSR and equivalent), working with Company Secretary / Sustainability function where one exists.

Administration

- Oversee administrative services at Corporate Office and plants facilities, transport, housekeeping, security coordination, guest and visitor management ensuring cost-effective, well-governed vendor management.

Learning, Development & Leadership Pipeline

- Design and drive an annual Learning & Development calendar covering functional, behavioural, safety and leadership training across Corporate Office and all plants.
- Identify high-potential talent including on the shop floor and among first-line supervisors and build structured grooming plans (job rotation, mentoring, targeted training, stretch assignments) to develop them into future managers and plant leaders.
- Build a succession plan for critical roles across the Group, reducing dependence on a small set of long-tenured individuals and creating a credible, professionally-developed leadership bench.

📌 GM – Human Resources, Industrial Relations & Administration (Sangli)
🏢 Snesha HR Consulting
📍 Sangli