Lead Country HR for India as the local HR partner and employee-facing HR leader, ensuring that global HR strategies are translated into compliant, relevant and effective country actions. The role partners with business leaders, managers, HRBPs, COEs and HR Operations Services to strengthen employee engagement, local talent and performance management, employee relations, culture, compliance and organizational effectiveness across India. Act as the connector between local business needs and Sidel’s HR model, ensuring that HR programs, policies and processes are implemented with the right balance of global consistency and local adaptation. Provide advice and coaching to managers and employees, while ensuring smooth collaboration with HR Operations Services on transactional processes such as talent acquisition, onboarding, payroll, data and employee lifecycle administration. Own local employee relations and industrial relations matters where applicable, including grievance, disciplinary, legal and compliance cases, ensuring timely, fair and compliant resolution in line with Sidel policies and Indian labour regulations. In line with Group policies, the HR operating model and local labour law, the Country HR Manager is responsible for country-specific HR delivery and advisory activities for India, while coordinating closely with regional HR, HRBPs, COEs and HR Operations Services to ensure seamless employee and manager experience.
Country HR leadership: Act as the primary HR point of contact for India, representing HR locally and ensuring managers and employees receive clear, consistent and timely HR support.
Business partnering: Advise and coach managers on people topics, workforce planning, organization effectiveness, performance, engagement, retention and change management.
Employee relations and compliance: Manage employee relations, grievances, disciplinary matters, sensitive cases and statutory requirements in line with local labour law and Sidel governance.
Local policies and governance: Maintain country policies, procedures and employee communications, ensuring they remain current, compliant and aligned with Group guidance.
Talent and performance: Drive local implementation of talent, performance, succession, development and engagement processes; coach managers to ensure quality conversations and follow-through on actions.
Talent acquisition collaboration: Partner with hiring managers, TA Operations, HRBPs and COEs through requisition, selection, offer and onboarding stages, with Country HR leading local package alignment, candidate experience and stakeholder management where required.
Employee engagement and culture: Anchor local culture, employee listening, engagement actions and employer value proposition initiatives; strengthen Sidel’s local employer brand in India.
HR Operations interface: Work with HR Operations Services to ensure efficient delivery of payroll, onboarding, exits, mobility, HR data, documentation and other employee lifecycle processes.
Data and insights: Use HR data, dashboards and workforce insights to support decision-making, identify people risks, track process quality and advise managers with facts and trends.
Manager capability: Support people managers through guidance, training and practical tools on core people processes, performance management, engagement, employee relations and change leadership.
Health, safety and wellbeing: Promote a safe, respectful and inclusive work environment, partnering with local leaders and HSE as needed.
Industrial relations: Manage union or works council interactions where applicable and maintain a constructive labour relations environment.
Continuous improvement: Identify opportunities to simplify, harmonize and improve HR processes, contributing to digital adoption, data quality, automation and consistent employee experience.
Bachelor’s degree or equivalent; master’s degree in Human Resources, Business Administration, Law or related discipline is preferred.
HR certification or formal training in labour law, employee relations, HR business partnering, coaching or change management is a plus.
Minimum 8 years of progressive HR experience, preferably in international, manufacturing, capital equipment, engineering, industrial or service environments.
Strong knowledge of Indian employment law, statutory requirements, employee relations practices and local HR governance.
Proven HR business partnering experience, with ability to coach managers, influence stakeholders and translate business needs into practical people actions.
Experience managing employee relations, performance, talent, engagement, organizational change and local policy implementation.
Ability to collaborate effectively with HR Operations Services, HRBPs, COEs and regional HR teams in a matrix organization.
Data-driven mindset with comfort using HR systems, dashboards and insights to support decisions and improve process quality.
Strong communication, consulting, problem-solving and stakeholder management skills; able to balance empathy, compliance and business impact.
Multicultural mindset and ability to work effectively with local, regional and global teams.
Fluent in English; local language capability relevant to India is an advantage.
