Job Requirements
Role Purpose
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 (L&D) programs, leading any OD interventions and integrate AI-driven technologies to enhance HR efficiencies.
Key Responsibilities
Strategic HR Leadership
- Develop and execute HR strategies that align with the company’s mission and objectives in the infrastructure sector.
- Provide strategic advising to senior leadership on HR implications related to organizational change and strategic initiatives.
HR Operations Management
- Oversee HR operations for both the Head Office and project sites, ensuring consistency in policies, procedures, and best practices across all locations.
- Manage a competent HR team across different functions to foster collaboration and effective implementation of HR initiatives.
Recruitment and Talent Acquisition
- Minimize turnaround time (TAT) for open positions with smart recruitment practices & stringent pre-assessment of candidates
- Enforce policies to prohibit TA activities against manual requisitions and establish an audit system for ensuring compliance.
Compliance and Site Administration
- Ensure compliance with labour laws and industry regulations for all HR activities at project sites and the Head Office.
- Provide administrative support for operational efficiency, including facilitating training and onboarding processes on-site.
Employee Engagement and Retention
- Develop and implement an Employee Engagement Plan that enhances workplace culture and morale, including team-building events, recognition programs, and wellness initiatives
- Establish a 360-degree feedback mechanism for critical roles, fostering an environment of continuous improvement and development. Utilize feedback for targeted improvement plans.
Performance Management and Learning & Development (L&D)
- Implement effective performance management systems to monitor and enhance employee performance.
- Design and deliver tailored L&D programs that align with employee developmental needs and organizational objectives.
HR Reporting and Data Analysis
- Prepare and present detailed HR reports to the Managing Director, covering critical metrics such as recruitment progress, attrition data, employee engagement levels, and retention strategies.
- Utilize data analytics to inform decisions and enhance HR strategies effectively.
Budget Management and Cost Efficiency
- Develop and manage HR budgets, ensuring financial prudence in hiring and operational activities.
- Monitor expenditures and optimize resource allocation strategically.
Technology and Innovation
- Lead the integration of AI and cutting-edge technologies into HR operations, aimed at enhancing recruitment, performance tracking, and employee management processes.
- Stay informed about new HR technology trends and implement innovations to improve operational efficiency.
Key Stakeholders / Interfaces
- External: Hiring partners & consultants; Training partners; Labour contractors; Statutory authorities / inspectors (as applicable); Industry bodies / institutes.
- Internal: Managing Director, COO(s) / Business Heads, Project Directors & Site Leadership, Finance, Legal, Admin, HSE, IT.
KRA & KPI's
1. Workforce Planning & Organization Design
1.1 KPIs (What Success Looks Like):
1.1.1 Annual manpower plan (HO + project sites) aligned with order book and mobilization plans
1.1.2 Quarterly workforce re-forecasting and redeployment planning
1.1.3 Succession coverage for all critical roles (AGM and above)
1.2 Annual Targets:
1.2.1 Manpower plan approved within 30 days of FY start; quarterly refresh by 10th of following quarter
1.2.2 95% planned mobilizations delivered on time vs. project baseline
1.2.3 100% succession plans in place for critical roles (ready-now / ready-in-1-year candidates)
2. Talent Acquisition & Deployment
2.1 KPIs:
2.1.1 Band-wise recruitment TAT (MRF approval to offer)
2.1.2 100% hiring through approved HRMS requisitions (no manual hiring)
2.1.3 Offer-to-join ratio and 90-day retention
2.1.4 Mandatory market reference checks for AGM+ roles
2.2 Annual Targets:
2.2.1 95% roles closed within defined TAT
2.2.2 0 process exceptions; monthly audit with closures within 30 days
2.2.3 Offer-to-join ratio 85%; 90-day retention 95%
2.2.4 100% reference checks completed before offer release
3. Project-Site HR Governance & Visits
3.1 KPIs:
3.1.1 Site visit cadence (HRBP & Head HR)
3.1.2 Grievance resolution timelines
3.1.3 Workforce welfare and audit compliance (camp, canteen, safety induction)
3.2 Annual Targets:
3.2.1 HRBP: 1 visit/site/month; Head HR: 1 priority site every 2 months
3.2.2 Visit reports shared within 72 hours
3.2.3 90% grievances closed within 7 working days; 0 cases >30 days
3.2.4 Quarterly welfare audits; action closure within 30 days
4. Compliance, Industrial Relations & Risk
4.1 KPIs:
4.1.1 Statutory compliance across HO and sites (CLRA, BOCW, PF/ESI, etc.)
4.1.2 Audit outcomes and closure of non-conformities
4.1.3 IR stability (disputes, stoppages, contractor compliance)
4.2 Annual Targets:
4.2.1 100% on-time statutory filings and renewals; 0 major non-compliances
4.2.2 Audit non-conformities closed within 30 days; 0 repeat issues
4.2.3 0 man-days lost due to IR issues
4.2.4 100% contractor compliance validated monthly
5. Performance Management & Productivity
5.1 KPIs:
5.1.1 Timely completion of goal setting, mid-year, and annual appraisals
5.1.2 PMS capability: calibration, documentation, PIP governance
5.1.3 Productivity levers (attendance, OT control, manpower utilization)
5.2 Annual Targets:
5.2.1 100% PMS cycle completion within timelines; 0 overdue
5.2.2 100% calibration completion
5.2.3 Monthly PIP reviews with documented outcomes
5.2.4 Site-wise productivity improvement targets tracked with operations
6. Learning, Leadership Development & Capability Building
6.1 KPIs:
6.1.1 Skill assessments and Individual Development Plans (IDPs)
6.1.2 Leadership development via Tier-1 programs
6.1.3 Training effectiveness and impact measurement
6.2 Annual Targets:
6.2.1 Skill diagnostics for 100% critical roles by Q2
6.2.2 IDPs created and tracked on HRMS
6.2.3 80% completion of leadership programs; 4.2/5 participant rating
6.2.4 Impact assessment for 70% programs with measurable outcomes
7. Engagement, Culture & ‘A-Team’ Initiative
7.1 KPIs:
7.1.1 Engagement plan execution and budget tracking
7.1.2 eNPS improvement and participation rate
7.1.3 ‘A-Team’ culture rollout (rituals, recognition)
7.1.4 360-degree feedback for critical roles
7.2 Annual Targets:
7.2.1 Engagement plan approved by Q1; 90% execution
7.2.2 eNPS improvement +10 points; 70% participation
7.2.3 100% leadership orientation with quarterly reinforcement
7.2.4 360-degree feedback completed for 100% critical roles by Q3
8. HR Operations, HRMS, Analytics & Cost Efficiency
8.1 KPIs:
8.1.1 Payroll accuracy and timeliness
8.1.2 HRMS adoption and data quality
8.1.3 HR reporting and insights to leadership
8.1.4 Budget adherence and cost optimization
8.2 Annual Targets:
8.2.1 Payroll accuracy 99%; 100% on-time processing
8.2.2 95% active employee coverage on HRMS; 2% data variance
8.2.3 Monthly HR scorecard shared by 5th working day
8.2.4 Action items closed within 30 days
8.2.5 HR budget within ±3%; defined cost optimization delivered annually
Why Join Jakson Infra
- CAGR of ~45% for 3 years,
- Unexecuted order value of INR 4,000 crores as on 1st September 2025,
- Be part of a dynamic and forward-thinking organization committed to sustainability and innovative solutions,
- Opportunity to lead high-impact projects that contribute to community development and environmental conservation,
- Competitive salary and performance-based bonuses,
- Comprehensive health, and vision insurance plans,
- Professional development opportunities and continuous learning programs,
- Employee wellness programs and resources and a vibrant, supportive work environment focused on team collaboration and success.
Work Experience
Candidate Profile Requirements
Other requirements: Willingness to travel frequently to project sites; strong written and spoken communication in English and Hindi. Additional local languages preferred.
Leadership & behaviors: Business partnering mindset, strong stakeholder management (MD/COOs/Project Directors), change leadership, high integrity, data-driven decision making, and ability to operate in fast-changing environments.
Functional expertise: High-volume hiring (white + blue collar), contractor workforce / CLM exposure, manpower mobilization for project start-ups, statutory compliance (PF/ESI/CLRA/labour laws), performance management, compensation & benefits, HRIS/HRMS, and L&D architecture.
Experience: 17-18 years overall, with at least 3+ years in a senior HR leadership role. Strong preference for EPC/Infrastructure/Construction/Industrial organizations with multi-site operations (HO + project sites).
Education: MBA/PGDM in HR/IR (full time preferred).
Key Competencies
1. Strategic & Visionary HR Leadership
- Ability to anticipate workforce, capability, and cultural shifts across the EPC and infrastructure sectors, and shape long-term people strategies that strengthen execution excellence and organizational agility.
2. Leadership & High-Stakes Decision Making
- Proven capability to lead large, geographically dispersed teams and make time-critical decisions under pressure, especially in dynamic project environments requiring rapid manpower deployment and conflict resolution.
3. Workforce Governance & Industrial Relations Acumen
- Deep understanding of India’s labour ecosystem, statutory requirements, and multi-stakeholder workforce dynamics, with the ability to proactively manage risks, ensure compliance, and maintain stable site-level industrial relations.
4. Stakeholder Management & Cross-Functional Collaboration
- Exceptional communication and relationship-building skills to partner effectively with Project managers, Engineering, SCM, Finance, and external agencies, ensuring HR initiatives are tightly aligned with business and project objectives.
5. Analytical & Transformation-Driven Mindset
- Strong proficiency in leveraging HR analytics, digital tools, and people insights to drive organizational transformation, enhance workforce productivity, and implement scalable HR systems that support rapid business growth
