Nugen CLean Energies - Lead - Human Resources

Role Overview: An HR lead will be responsible for driving the people agenda across India and US operations, working closely with the executive leadership team to align workforce strategy with business objectives. The role covers strategic workforce planning, talent acquisition, HR policy and process design, organizational development, and building scalable people practices to support business growth. Key Responsibilities: Strategic HR & Leadership Partnership: - Partner closely with the CXO and executive leadership teams on people strategy and organizational priorities. - Translate business plans and growth objectives into actionable people and workforce strategies. - Provide strategic HR guidance on organization structure, talent requirements, employee matters, and people-related decisions. - Drive HR initiatives that support business growth, organizational effectiveness, and culture. Workforce & Manpower Planning: - Lead manpower and workforce planning across India and US operations. - Work with business leaders to identify current and future talent requirements. - Develop headcount plans aligned with business growth, organizational priorities, and budgets. - Support organization design, role creation, workforce optimization, and succession requirements. Talent Acquisition: - Drive end-to-end talent acquisition across multiple functions and geographies. - Partner with CXOs and functional leaders to define hiring requirements, role profiles, and talent priorities. - Build talent pipelines for critical, specialized, and leadership positions. - Manage recruitment partners and continuously improve hiring processes and candidate experience. - Strengthen talent acquisition practices to support scale and speed of hiring. HR Policy & Process Design: - Design, develop, and implement HR policies, frameworks, and processes aligned with organizational needs. - Review and enhance existing policies to create consistent and scalable people practices. - Develop HR frameworks covering areas such as employee lifecycle, performance management, leave, compensation, conduct, and workplace practices. - Ensure policies and processes are appropriately adapted for India and US operations. Employee Experience & Engagement: - Drive initiatives across the employee lifecycle, from onboarding through development and separation. - Partner with leaders to strengthen employee engagement, retention, and organizational culture. - Support managers in addressing employee relations and people-related challenges. - Build practices that promote a high-performance and collaborative work environment. Performance & Organizational Development: - Partner with leadership on performance management, goal-setting, and talent development. - Support development of high-potential and critical talent. - Drive initiatives around career development, leadership capability, succession planning, and organizational effectiveness. - Help build structures and processes that enable employees and teams to perform effectively as the organization scales. HR Operations, Governance & Analytics: - Provide oversight and direction to HR operations and employee lifecycle processes. - Establish HR metrics and dashboards covering headcount, hiring, attrition, workforce costs, and other key people indicators. - Provide leadership with data-driven insights to support workforce and business decisions. - Drive standardization, process improvement, and HR technology adoption. Key Stakeholder Interface: - CXO / Executive Leadership Team - Business & Functional Leaders - Hiring Managers - Finance & Operations - Employees across India and US - External recruitment and HR partners Core Competencies: - Workforce & Manpower Planning - Talent Acquisition - HR Policy & Process Design - Performance & Talent Management - CXO & Senior Stakeholder Management - HR/Labor compliances across India & US - Strong communication, influencing, and execution skills