Assistant Vice President - Human Resources

What’s the purpose of this role? This role shall lead the People function and People strategy at Neptunus. You will own the end-to-end HR strategy and execution cycle - from hiring to engagement to development, ensuring alignment with business goals and building a high-performance and fulfilling workplace. About Neptunus: Across industries, current machinery maintenance practices lead to significant waste of time, money, effort, and resources. Neptunus’ Mission is to change the Way Maintenance is done in the Industry. By bringing cutting-edge technology into maintenance, we shall deliver higher reliability and uptime for our Customers' assets, help them contribute to environmental sustainability, reduce costs in their operations, and provide greater peace of mind. We work in the energy sector with a focus on engines and propulsion systems in Marine, Shipbuilding, Oil & Gas, Defence, Industrial Power Plants in Asia, the Middle East, Africa, and Europe. We are an 80-person, financially strong organisation with a good brand reputation that aspires to go from being Good to Great! What will you get by working at Neptunus? Be part of our Vision to be a Great Service Brand and a Fulfilling Workplace Great earning opportunities in terms of salaries and bonuses. If you are a higher performer, attractive wealth creation programs such as our Growth Driver Program and ESSOP programs. Strong benefits such as hybrid working, loan policies, family insurance, Children’s Health Fund, free mental health support, and exciting reward and recognition programs. Opportunities to solve new challenges, learn new technologies, experience different cultures and develop yourself and grow. If you are hungry, self-motivated, and able to deliver excellence, you will certainly thrive and advance your career Expected Salary: Fixed: NR 17-22 Lacs Per Annum Variable: 1.2-1.8 Lacs Per Anum Role Description People, Strategy and Planning Translate the business vision into a 2–3 year People Plan covering structure, manpower, and capability needs. Drive annual HR planning — manpower, org calendar, and people budgeting — in partnership with the COO and Finance. Lead organization design reviews, ensuring JD clarity, structural alignment, and role definition. Facilitate business alignment and goal-setting workshops across teams to connect strategy with execution. Talent Acquisition and Onboarding Partner with function heads to forecast talent needs, focusing on building roles that are “AI-proof.” Lead end-to-end hiring (approx. 25–30 roles per year) across internal, referral, campus, and external sources. Ensure a seamless onboarding and cultural integration experience for all new hires. Performance, Talent & Career Management Facilitate goal setting, performance reviews, and talent discussions organization-wide. Build and enable career paths and succession pipelines aligned with our “Grow from Within” philosophy. Lead annual compensation reviews in collaboration with function heads and the COO. Capability Building & Learning Build a competency and skill-matrix framework aligned with business and leadership needs. Design and execute learning programs — role-based, values-based, and leadership-focused. Promote a learning culture through structured development programs and mentoring. Culture, Engagement & Employee Experience Champion Neptunus’ culture and values in every people's practice. Drive organization-wide communication, engagement, and well-being programs through the HR Calendar. Oversee grievance handling and employee relations with fairness and empathy. Policy, Compliance & Audit Maintain, update, and govern all HR policies, SOPs, and employee handbooks. Ensure compliance with statutory and labor laws at all times. Lead HR audits, QMS, and OHMS strengthening initiatives, and drive continuous improvement actions. Key Metrics You’ll Drive % of positions closed on time % of “A Players” among hires Attrition % of last 12-month hires “Green” Team Members % (Fulfillment Index) % of employees covered under career & capability plans Number of roles with strong succession coverage Compliance % Throughput / Support Staff ratio