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BRL-PPL-04 · People, Strategy & Corporate
Chief People Officer
Corporate Pune (Head Office) · On-site 18–25 years · Leadership Board track
Build the organisation that lets BARREL grow from a fast-moving developer into a multi-vertical power company. The Chief People Officer owns talent, culture, rewards, leadership and the people systems for engineers, site teams, traders and software builders alike.
Scope of work
- Design the group organisation structure and grading as BARREL adds verticals and sites.
- Lead workforce planning tied to the project pipeline, so that people are ready before projects start.
- Own total rewards: pay benchmarking, incentives, annual bonus and the project-wise equity plan.
- Build leadership development and succession for every critical role, including Board-track roles.
- Shape a culture of ownership, safety, integrity and speed, and measure it.
- Run performance management with clear goals, regular reviews and honest feedback.
- Oversee HR operations, payroll, HR technology and people analytics across all entities.
- Ensure group-wide compliance with labour codes, POSH and employee policies.
- Lead employer brand and campus partnerships with engineering, technology and management institutes.
- Advise the Board's nomination and remuneration committee.
Technical description
- Labour Codes and state rules, and their effect on wage structures, social security and working hours.
- Companies Act 2013 section 178 and the role of the nomination and remuneration committee.
- SEBI Share Based Employee Benefits and Sweat Equity Regulations and ESOP and phantom equity design.
- Ind AS 102 accounting for share-based payments and Ind AS 19 for employee benefits.
- POSH Act 2013 governance and Internal Committee oversight across sites.
- HR technology stacks: HRIS, payroll, learning and performance platforms integrated with BARREL OS.
- People analytics for attrition, engagement, productivity and diversity.
Commercial description
- People cost is one of BARREL's largest overheads; own it against plan and against productivity.
- Design incentives and equity so that rewards follow value delivered to projects and customers.
- Manage the HR budget across hiring, learning, rewards and systems.
- Measured on critical-role fill rates, regretted attrition, engagement, succession cover and people cost ratio.
- Partner with the CEO, CFO and business heads as an equal member of the leadership team.
Skills required
- Senior HR leadership in a growing infrastructure, energy or engineering group.
- Designing rewards and equity plans that attract top talent.
- Organisation design and change leadership.
- Leadership coaching at C-suite level.
- Industrial relations experience on large sites.
- Using data to make people decisions.
- Board and committee advisory experience.
- Building a strong HR team and HR business partners.
- Employer branding across technical and professional talent markets.
Talent we look for
- Believes in people and holds them to a high standard.
- Trusted confidant to leaders and employees alike.
- Courageous in conversations about performance and conduct.
- Thinks about the organisation BARREL needs in five years, not only today.
- Visible on sites as much as in the head office.
Qualifications
- Postgraduate degree in HR or an MBA from a leading institute.
- Eighteen or more years in HR, with at least five leading HR for a large company or business unit.
- Experience with equity plans, rapid scaling and multi-location workforces.
- Exposure to the energy, infrastructure or technology sector.
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