GCC HR Lead – Digital & IT and Engineering

The GCC HR Lead - Digital & IT and Engineering will lead the end-to-end People function for the ENGIE India Global Capability Centre (GCC), driving the establishment, scale-up, and long-term maturity of the HR organization. This role will be responsible for designing and operationalizing a scalable HR operating model that supports business growth, workforce expansion, governance excellence, and employee experience. The incumbent will partner closely with GCC leadership, India HR, and Global HR teams to build a high-performing, compliant, and globally aligned organization while embedding ENGIE’s culture, values, and ways of working across the GCC.

The role requires a strategic HR leader with deep experience in GCC / Global In-house Centre environments, capable of balancing transformation, operational rigor, talent scale-up, and stakeholder management in a matrixed global environment. Key Responsibilities 1. Strategic HR Leadership & GCC Setup Define and execute the People Strategy for the India GCC, aligned with ENGIE’s global HR principles, governance standards, and business priorities.

Lead the establishment and evolution of the GCC HR function from setup phase to a mature, scalable operating model. Partner with GCC leadership, GCC PMO to support organizational design, workforce expansion, and long-term capability planning. Position HR as a strategic enabler of GCC growth, transformation, and operational excellence.

Drive cultural integration and embed ENGIE values across the GCC organization. 2. HR Operating Model, Governance & Service Delivery Design and implement a fit-for-purpose HR operating model, including organization structure, service delivery framework, governance cadence, and operating processes. Define roles, responsibilities, RACI structures, escalation mechanisms, and decision-right frameworks across HR and business stakeholders.

Establish HR governance standards, KPIs, SLAs, and reporting mechanisms to ensure operational effectiveness and accountability. Ensure alignment and seamless collaboration between GCC HR, India HR, and Global HR teams. Drive continuous improvement and process standardization across HR operations. 3.

Workforce Planning & GCC Talent Ramp-up Lead strategic workforce planning and headcount governance aligned with GCC growth objectives and business demand forecasts. Translate business priorities into structured hiring roadmaps, workforce plans, and phased ramp-up strategies. Define and optimize workforce mix across permanent employees, contractors, fixed-term resources, and early talent pipelines.

Partner with business leaders to ensure workforce readiness, capability availability, and organization scalability. Monitor workforce metrics and proactively address hiring, capacity, and retention risks. 4. Talent Acquisition & Employer Branding Build and lead a scalable talent acquisition and retention function capable of supporting high-volume and niche hiring across technology, digital, engineering, and corporate functions.

Drive recruitment governance including hiring SLAs, vendor management, pipeline visibility, and candidate experience. Develop strong external talent pipelines through market mapping, campus partnerships, referral programs, and strategic sourcing initiatives. Strengthen ENGIE’s employer brand and market positioning within the India GCC ecosystem.

Ensure high-quality onboarding and seamless Day-1 readiness for all new hires. 5. Rewards, Job Architecture & Career Frameworks Define and govern job architecture, grading frameworks, and role evaluation methodologies aligned with global standards and India market benchmarks. Design and manage compensation, benefits, and incentive structures to attract, retain, and motivate key talent.

Partner with leadership on organization design, succession planning, and internal mobility frameworks. Drive career pathing and capability progression frameworks to support employee growth and retention. Ensure rewards practices remain competitive, equitable, and aligned with business objectives. 6.

Employee Experience, Culture & Engagement Build a strong employee experience framework covering onboarding, engagement, communication, recognition, and retention initiatives. Foster a high-performance, inclusive, and globally connected GCC culture aligned with ENGIE values and leadership principles. Lead employee engagement initiatives tailored to the GCC environment and workforce demographics.

Partner with leaders to strengthen employee communication, team effectiveness, and organizational cohesion. Drive retention strategies for critical talent segments and emerging capability areas. 7. Performance Management & Capability Development Implement performance management frameworks aligned with ENGIE standards and GCC business priorities.

Drive leadership development, learning strategy, and capability-building initiatives across the GCC. Build future-ready talent pipelines and critical capability clusters to support evolving business requirements. Partner with business leaders to identify skill gaps and enable targeted development interventions.

Promote a culture of continuous learning, accountability, and performance excellence. 8. HR Operations, Compliance & Risk Management Ensure full compliance with India labor laws, statutory obligations, payroll governance, POSH requirements, and internal policy frameworks. Oversee HR operations including employee lifecycle management, grievance handling, disciplinary processes, and exit management.

Maintain audit readiness and ensure adherence to global governance standards and local regulatory requirements. Mitigate people-related operational and compliance risks through robust controls and governance mechanisms. Drive policy standardization while balancing global alignment with local market requirements. 9.

HR Technology, Analytics & Reporting Drive adoption and optimization of HR technology platforms including HRMS, ATS, and workforce analytics tools. Establish HR dashboards and governance reporting covering hiring, attrition, workforce productivity, engagement, and performance metrics. Leverage people analytics to support strategic workforce decisions and leadership planning.

Ensure data accuracy, reporting discipline, and actionable insight generation for senior stakeholders. Enable data-driven decision-making across HR and business leadership teams. 10. Stakeholder Management & Leadership Partnership Act as a trusted advisor to GCC leadership, India leadership, and Global HR stakeholders on organizational and people matters.

Partner closely with Finance, Legal, Procurement, IT, GCC PMO office, Real Estate and other enabling functions to support integrated GCC operations. Represent HR in governance forums, steering committees, and strategic business discussions. Influence senior stakeholders and drive alignment across a complex global matrix environment.

Build strong collaborative relationships across regional and global HR teams. Engage proactively with industry forums (e.g., NASSCOM) to benchmark and integrate best-in-class HR practices, frameworks, and GCC operating models Candidate Profile 15+ years of progressive HR leadership experience, including significant exposure to GCC / Global In-house Centers / Shared Services environments. Demonstrated experience in setting up, scaling, or transforming a GCC or large operations center from early-stage growth to operational maturity.

Strong expertise across workforce planning, talent acquisition, HR operations, rewards, compliance, and organizational development. Proven capability in operating within global matrix organizations and partnering with senior business and HR stakeholders. Strong knowledge of India labor laws, statutory compliance, and HR governance frameworks.

Experience within technology, digital, engineering, or transformation-led organizations preferred. Strong strategic thinking, execution orientation, and stakeholder management capability. Excellent communication, influencing, and leadership skills.