HR Director, India

Driven by transformative digital technologies and trends, we are RIB and we’ve made it our purpose to propel the industry forward and make engineering and construction more efficient and sustainable. Built on deep industry expertise and best practice, and with our people at the heart of everything we do, we deliver the world's leading end-to-end lifecycle solutions that empower our industry to build better.

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Job Title: HR Director, RIB India

Location: Nashik & Pune (regular presence on both locations)

Employment Type: full-time

Senior HR leadership for RIB India, with a special focus on the Product Organization

Role Purpose

RIB Software is transforming how it designs, develops and delivers construction software through an increasingly AI-enabled Software Development Lifecycle (SDLC). India is a strategically important Product and Innovation hub within this transformation.

The Director of Human Resources, India is the senior HR leader responsible for developing and executing the India people strategy, with particular emphasis on enabling the Product Organization’s business, workforce and AI-transformation priorities as well as commercial growth of the RIB portfolio in the Indian Market.

Following the successful completion of Project Unlock (slump deal transferring R&D workforce from Winjit India legal entity to RIB India legal), the role will ensure that the integration foundations are converted into a sustainable, scalable and globally aligned operating model through Project Stabilize, to be known internally as Project Stability (in progress).

Key Responsibilities

India People Strategy and Strategic HR Leadership

· Develop and deliver an integrated India People Strategy aligned with RIB’s corporate strategy, Product Organization priorities and India growth ambitions.

· Act as senior HR adviser to the India leadership team and Product leaders, translating business priorities into measurable workforce, organization, talent and culture outcomes.

· Provide an India perspective to global HR strategies while ensuring local execution is aligned with RIB-wide standards.

· Balance strategic transformation with high-quality, compliant and employee-focused HR operations.

· Represent HR in India governance forums and cross-functional transformation programs.

Project Stabilize and Post-Unlock Transformation

· Serve as the senior HR owner for the HR workstream of Project Stabilize, converting the achievements of Project Unlock into stable business-as-usual HR processes, governance, and organizational practices.

o Complete the integration of RIB India into global HR processes, campaigns and standards.

o Maintain and further develop the India HR action plan, provide progress reporting and escalate material workforce or organizational risks.

o Ensure that policies, processes and governance mechanisms are understood, adopted and consistently applied, with clear ongoing ownership.

o Partner across Finance, Legal and Compliance, Product, IT, Administration and Travel on cross-functional matters affecting the workforce and employee experience.

HR Governance, Policy and Operational Maturity

· Maintain compliant, standardized and audit-ready HR processes aligned with Indian labor law and RIB governance requirements.

· Ensure clarity of HR ownership, approval authorities, decision rights and escalation routes.

· Maintain the India employee-policy framework and oversee employee relations, grievance handling, disciplinary processes and performance-improvement procedures.

· Partner with Legal and Compliance on policy development, labor-law requirements, compensation compliance and regulatory change.

· Strengthen HR data quality, reporting, documentation and controls while simplifying processes and improving manager and employee experience.

AI-Enabled SDLC Workforce Transformation

· Translate the AI-enabled SDLC roadmap into an India workforce and capability strategy.

· Assess how AI augmentation affects roles, competencies, team structures, career paths, and workforce composition.

· Partner with global HR business partners and Product leaders to define future role profiles and capability requirements across Product Management, Engineering, Quality and Security.

· Identify roles requiring reskilling, upskilling, redeployment, redesign or external recruitment.

· Build change and adoption plans that help employees and managers understand how work will evolve.

· Develop workforce measures covering capability readiness, adoption, and organizational impact.

Strategic Workforce Planning and Organization Design

· Lead workforce planning for RIB India with a specific focus on the Product Organization.

· Establish a workforce baseline covering capacity, skills, critical roles, succession exposure, location, and future demand.

· Translate Product roadmaps and SDLC transformation requirements into short- and medium-term workforce plans.

· Advise on organization structures, spans and layers, reporting relationships, team composition and decision rights.

· Determine whether capability gaps should be addressed through development, internal mobility, recruitment, redeployment, or organizational redesign.

· Integrate location and office-capacity decisions with workforce planning.

Talent Acquisition and AI-Led Hiring

· Own the India Talent Acquisition strategy in partnership with the global TA organization.

· Build sustainable pipelines for software engineering, architecture, security, quality, product management, AI, and other critical capabilities.

· Shift recruitment from predominantly capacity-based hiring toward capability, experience, innovation potential, and future workforce requirements.

· Ensure Product requisitions reflect the appropriate job architecture, capability profile and AI-fluency expectations.

· Strengthen hiring-manager capability, selection quality, candidate experience, time to hire and time to productivity.

· Create corrective sourcing, location or role-design actions for critical or long-standing vacancies.

7. Workforce Development and Future Skills

· Build an India workforce-development roadmap aligned with the AI-enabled SDLC strategy.

· Identify technical, product, leadership and behavioral capabilities required for the future organization.

· Establish targeted reskilling and upskilling pathways, including AI-fluency learning journeys appropriate to different roles.

· Strengthen product, engineering and people-leadership capability through practical development interventions.

· Create internal mobility and career pathways that retain strong employees while addressing future capability needs.

· Link development priorities to talent reviews, succession plans and performance-development conversations.

Change Management and Transformation Adoption

· Lead the people-change strategy for major organizational and technology transformations in India.

· Conduct stakeholder, organizational-impact, and change-readiness assessments.

· Build clear change narratives explaining the business rationale, workforce implications, and expected employee behaviors.

· Equip leaders and managers to communicate and implement change effectively.

· Establish listening and feedback mec