Head

The HR Head will act as a strategic business partner to leadership, driving people strategy aligned with business goals. This role goes beyond traditional HR, owning P&L impact, workforce productivity, organizational design, and culture transformation across Ridhira Group’s real estate, hospitality, and wellness verticals.

• Define and implement HR strategy aligned with overall business objectives
  
• Partner with CEO/Leadership team on growth, expansion, and profitability plans
  
• Drive organizational design, restructuring, and workforce planning
  

• Align HR initiatives with revenue growth, cost optimization, and EBITDA improvement
  
• Monitor manpower cost vs revenue ratios and improve productivity metrics
  
• Drive ROI on hiring, training, and retention strategies
  
• Support business heads in achieving financial targets through workforce efficiency
  

• Act as HR Business Partner for Real Estate, Construction, Sales, Hospitality & Wellness teams
  
• Work closely with department heads to solve business challenges through HR interventions
  
• Drive performance management, goal setting (KPIs/KRAs), and accountability frameworks
  

• Build strong hiring strategies for leadership and niche roles
  
• Ensure timely hiring aligned with project timelines and business expansion
  
• Develop employer branding and talent pipeline
  

• Implement performance management systems linked to business outcomes
  
• Build a high-performance, ownership-driven culture
  
• Drive employee engagement, retention, and leadership development
  

• Design competitive and performance-driven compensation structures
  
• Align rewards with individual and company performance
  
• Manage salary benchmarking and cost structures
  

• Oversee HR operations, policies, and statutory compliance
  
• Ensure smooth employee lifecycle management (onboarding to exit)
  
• Maintain HR systems, MIS, and reporting dashboards
  

• Identify and develop future leaders within the organization
  
• Implement training and capability-building programs
  
• Drive succession planning for key roles
  

• MBA in HR / Human Resources (Tier 1 / Tier 2 preferred)
  
• 12–18+ years of experience with strong exposure to Business HRBP roles
  
• Experience in Real Estate / Construction / Hospitality industries (preferred)
  
• Proven experience in handling P&L-driven HR roles
  
• Strong business acumen with ability to link HR to revenue and profitability
  
• Experience working with leadership teams and scaling organizations
  

• Strategic HR & Business Partnering
  
• P&L Understanding & Cost Management
  
• Organizational Design & Workforce Planning
  
• Talent Acquisition & Employer Branding
  
• Performance Management Systems
  
• Leadership Development
  
• Strong Stakeholder Management
  

• Revenue per employee
  
• Manpower cost % vs revenue
  
• Attrition rate (especially critical roles)
  
• Hiring TAT and quality of hire
  
• Employee productivity & performance outcomes
  
• Leadership pipeline strength