•Serve as the primary P&O partner for teams based at the New Mumbai Office, supporting talent, performance, and people priorities aligned to business agenda.

•Collaborate closely with the GT - P&O Lead and other associated BP’s to translate people strategy into executable plans and ensure consistent follow-through at the NMO level.

•Support business reviews, leadership connects, and talent discussions with structured P&O inputs, workforce data, and actionable insights.

•Drive specific P&O cycles including performance management, talent reviews, succession planning, and capability development initiatives at the NMO level.

Office-Level P&O Support – New Mumbai Office

•Act as the on-ground P&O point of contact for all business teams and functions co-located at the New Mumbai Office, operating in close coordination with the dotted-line P&O responsible for NMO.

•Manage day-to-day P&O matters for multiple stakeholder groups across businesses, ensuring timely resolution and a consistent people experience across the office.

•Support the coordination and smooth execution of high-profile leadership visits, town halls, senior stakeholder engagements, and office-level events - providing P&O facilitation and logistics as required.

•Serve as a key connector between business leaders at NMO and the broader P&O organization, ensuring visibility, alignment, and responsive support.

Multi-Stakeholder Engagement

•Build and sustain trusted relationships with a wide and diverse set of senior business leaders, functional heads, and cross-business stakeholders operating out of or visiting the New Mumbai Office.

•Navigate competing priorities and sensitivities across multiple business contexts with maturity, discretion, and sound judgment.

•Engage with leaders from functions including project business, finance, operations, commercial, and technology- providing relevant and contextually appropriate P&O guidance.

•Represent the P&O function confidently in cross-business forums, office-level governance discussions, and leadership interactions.

Talent, Workforce & Organizational Effectiveness

•Support workforce planning, org design inputs, and headcount management for teams across NMO in coordination with respective P&O leads.

•Enable hiring decisions, onboarding, and role transitions for new leaders and team members joining NMO-based functions.

•Drive employee engagement initiatives, analyze engagement feedback, and develop targeted action plans in collaboration with business leaders.

•Identify talent risks, critical role gaps, and capability needs; partner with relevant COEs and business teams on mitigation actions.

•Support organizational change, restructuring, and transition activities-coordinating communication, documentation, and stakeholder management as required.

P&O Operations, Compliance & Governance

•Ensure end-to-end execution of core P&O processes across the employee lifecycle for NMO-based employees, including compensation actions, transfers, separations, and policy adherence.

•Handle employee relations matters, grievance management, and disciplinary processes in line with company policies and applicable Indian labor laws.

•Coordinate with Centers of Excellence (COEs) and Shared Services on compensation, L&D, staffing, and HR operations matters.

•Maintain compliance with statutory requirements, labor regulations, internal audit standards, and company policies.

•Prepare and maintain workforce dashboards, attrition reports, and presentation material for leadership and governance forums.

Qualifications

•Master's degree in Human Resources, Personnel Management, Industrial Relations, Organizational Development, or a related HR discipline from a recognized institution.

•MBA / PGDM with HR specialization preferred.

Experience

•8–10 years of progressive HR / P&O experience with significant exposure to business partnering across multiple functions and diverse stakeholder groups.

•Demonstrated experience managing P&O responsibilities in a multi-business or multi-function office environment—where priorities, reporting lines, and stakeholder needs are varied and at times competing.

•Proven ability to engage credibly and independently with senior leaders and build lasting professional relationships across organizational hierarchies.

•Exposure to project-driven business environments (energy, EPC, infrastructure, industrial, or engineering sectors) will be a strong advantage.

•Experience working alongside Finance, Operations, and Commercial functions to deliver integrated people solutions is an added advantage.

•Prior experience supporting or facilitating high-profile leadership visits, senior stakeholder events, or office-level governance will be valued.

Skills & Competencies

•Strong stakeholder management and interpersonal skills—able to manage multiple leaders and agendas simultaneously without losing clarity or composure.

•High situational awareness and the ability to read organizational dynamics across diverse business contexts.

•Data orientation—proficiency in HR analytics, workforce reporting, and dashboard-driven insights.

•Thorough knowledge of Indian labor laws, statutory compliance, and HR policy frameworks.

•Excellent communication skills—clear, confident, and calibrated across levels and functions.

•High ownership mindset with strong execution discipline; able to drive closure on multiple tracks in parallel.

•Learning agility, adaptability, and comfort operating in a matrixed, multi-reporting-line environment.

•Collaborative and approachable, with a professional demeanor suited to a high-visibility office environment.