Igniting our people’s potential

With policies tailored for every stage of life, we combine the strength of a global leader with the agility of a start-up. We are the industry stalwarts in empowering careers, fostering innovation, and contributing to nation-building through sustainable growth and exceptional talent development.

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Key focus areas

• Performance-driven culture
• Rewards and recognitions
• Internal talent development
• Employee engagement and well-being

HR Vision

To develop our PEOPLE, PARTNERSHIPS, and to build a FUTURE-READY organisation.

Our HR Philosophy

Our HR philosophy is inspired by the belief that people are at the centre of our growth strategy. It is led by our vision to be the most admired employer brand where every employee can openly engage within the organisation with a clear sense of ownership and develop in a high-performance environment to serve as our best brand ambassador.

Human resources impact FY2025

PROMOTING DEI: DIVERSE VOICES FOR A STRONGER FUTURE

At Hindustan Zinc, we firmly believe that a rich tapestry of a diverse workforce drives innovation, creativity, and performance. Our commitment to fostering workplace diversity, equity, and inclusion (DEI) extends beyond our organisation, permeating our business partners and communities. We ensure everyone has the opportunity to thrive, regardless of background.

DEI Approach at Hindustan Zinc

On the occasion of International Women’s Day, Hindustan Zinc celebrated the resilience and leadership of its women employees, highlighting their vital roles in shaping the organisation’s growth trajectory. The initiatives empowered women to lead our CEO employee engagement townhall, Sampark, and take on decision-making roles through CXO shadowing, providing valuable experience in influencing key business decisions. We also hosted empowering sessions, including workshops on ‘Personal Finance’ and ‘Executive Presence’, to further unlock their leadership potential and build vital career skills.

Pioneering transformation and breaking gender barriers in a male-dominated mining industry, Hindustan Zinc proudly features India’s first women underground mine managers and India’s first all-women underground mine rescue teams across all our mining locations. We have also launched the #WomenInZinc campaign, a tribute to the remarkable women breaking new ground and flourishing in our organisation.

Our gender diversity ratio exceeds industry benchmarks, achieving 25% women representation in the workforce and catapulting us ahead of many global and domestic peers. This stellar milestone, dubbed ‘25 in 25’, is a testament to our commitment to fostering an inclusive workplace and defying the norms in a male-dominated metals and mining industry.

Nurturing our internal leadership and elevating women to leadership roles, Hindustan Zinc, in collaboration with Gallup, proudly hosted an impactful Leadership Development Programme for 40 women leaders. This transformative event aimed at forging formidable workplace leadership by delving into key themes such as ‘Building a Leadership Brand’ and ‘Driving High-Performance Teams’. The participants engaged in self-reflection through CliftonStrengths, gaining self-understanding to harness their unique strengths to cultivate a powerful leadership presence.

The Zinclusion event featured a panel discussion on ‘Challenging Barriers, Fostering Inclusivity’, with insights from our Chairperson, CEO, CHRO, and Zainab Patel, DEIB Leader at Cummins Inc. Zainab shared her experience as a transgender community leader advocating for inclusive workplaces. Witnessing their transgender children thrive at Hindustan Zinc, parents radiated pride that resonated through the event.

In a significant catalytic move, our Chairperson unveiled the new ‘Financial Support for Higher Education of Transgender Employees’ policy, offering up to ₹ 1 lakh in support.

As an equal opportunity employer, Hindustan Zinc co-partnered with the 3^rd Transgender Leadership Conclave & Job Fair in New Delhi. Today, 22 transgender employees contribute meaningfully to key roles across healthcare, marketing, and supply chain, reinforcing our commitment to a diverse talent pipeline.

INSPIRING EXCELLENCE WITH TALENT DEVELOPMENT

Ambavgarh Dialogue: Igniting Future Leadership and Innovation

Objective

Groom next-generation leaders through senior leadership connect, fuelling innovation.

Background

The Ambavgarh Dialogue, our flagship initiative, is designed to foster innovation, leadership, and inclusivity, supporting our mission to be the “Employer of Choice” and a top performer in the industry. The initiative engages and empowers the next generation of leaders within the organisation, giving them a platform to collaborate with senior leadership and present innovative ideas to drive meaningful change. The dialogue accelerates impactful initiatives by fostering collaboration, challenging the status quo, and accelerating progress through direct access to decision-makers.

Noteworthy Editions of the Programme

“Say NO to Workplace Toxicity” The dialogue focused on high-performance culture and well-being, leading to the introduction of a progressive Flexible Working Hours Policy

Smelting Shikhar Edition The edition empowered emerging leaders to drive improvements in smelting operationsy

Mine Manager Assessment Programme The edition identified future-ready leaders to optimise operational excellence across mines

Outcome and Benefits

• Engaged and impacted 250+ employees, including Technical & Business Stars, Safety Champions, and those identified through the Chairman’s V-Desire initiative, through over six impactful editions
• Participants gained strategic insights, mentorship, and career development opportunities, honing their leadership capabilities, and in turn, the organisation’s growth

Objective

Leadership skill building for personal and organisational growth.

Background

Leaders Unplugged offers a transformative platform, connecting employees with industry leaders and change-makers nationwide. Led by our CEO, the session on “The Power of Asking the Right Question” provided the participants with valuable insights on leadership development, executive presence, and strategic questioning through real-life case discussions.

Benefits

This initiative fosters a people-centric, performance-driven culture, equipping employees with the skills to drive personal and organisational growth.

At Hindustan Zinc, employee growth and leadership development are top priorities. Through comprehensive talent management initiatives that enhance safety, technical and business excellence, leadership skills, and behavioural development, we focus on building future leaders who will propel the Company towards newer heights. By identifying high-potential talent early, we pave the path for their growth through enriching platforms like Chairman Workshop, V-Desire, V-Reach, V-Build, and CEO Connect. Our robust succession planning programme ensures a strong leadership pipeline, with high-potential leaders being identified and mentored for critical roles.

Objective

ACT-UP is a flagship programme designed to identify and nurture future leaders by unlocking their potential, building key competencies, and creating growth opportunities.

Outcome and Benefits

Objective

Identify and nurture leadership potential within the organisation.

Background

The Talent Review Council (TRC) is a pivotal initiative at Hindustan Zinc, dedicated to identifying and nurturing leadership potential within the organisation to build a strong leadership pipeline for sustained growth. This is backed by a digitally tracked succession plan and targeted executive coaching.

Outcome and Benefits

• Comprehensive assessments, including 360-degree feedback for over 200 executives and creation of 250+ talent cards, the TRC maps career trajectories and development plans, effectively identifying future leaders and successors
• Led by the CEO, the process engages over 150 leaders, driving key outcomes such as the smelter reorganisation and the launch of the “SHIKHAR” initiative
• Demonstrating our commitment to internal talent mobility and organisational agility, we successfully completed 100% of job rotations in sensitive functions this year

Objective

Foster a high-octane performance culture, accelerating career advancement, strategically nurturing talent, and offering developmental opportunities.

Background

Anchored in Vedanta’s philosophy, SHIKHAR was conceived as a platform to identify high-potential employees and propel them into elevated roles and high-impact projects. The platform focuses on building a formidable talent pipeline in operations, maintenance, and safety. SHIKHAR attracted 200+ applications across Hindustan Zinc.

Outcome and Benefits

Out of 200 applications received, 31 leaders were identified through a rigorous assessment process and entrusted with critical responsibilities in smelting operations and asset integrity. These leaders were further assigned mentors to guide them in driving improvements in volume, cost, and ESG metrics, ensuring their successful career growth.

Objective

To nurture leaders with a strong analytical mindset for data-informed decision-making.

Background

At Hindustan Zinc, we are committed to leveraging the transformative power of data to enhance business performance, optimise operations, and unlock future growth. To harness analytical prowess in our decision-making process, we have launched the “ACCELERATORS” initiative, institutionalising the Analytics Cell and ensuring data-driven insights shape our strategic direction.

Outcome and Benefits

Five exceptional talents with advanced analytical skills have been selected through a rigorous assessment process, including gamification, case studies, and panel discussions with leadership. These leaders will spearhead key strategic pillars, such as economic analysis, zinc market insights, new business opportunities, and competitor benchmarking, backed by the guidance from the senior leadership.

EMPOWERING OUR WORKFORCE THROUGH CONTINUOUS LEARNING

SAKSHAM is our flagship learning and development initiative, designed to foster innovation and excellence across mining, smelting, and enabling functions. This programme empowers employees to take ownership of their growth, ensuring they acquire critical skills to stay competitive in an evolving industry landscape. With over 1.9 lakh training hours accomplished, this programme plays a pivotal role in enhancing technical expertise, leadership capabilities, and operational efficiency, which drives continuous improvement and sustainable growth.

Key SAKSHAM initiatives which ensure that employees are equipped with the skills and knowledge needed to thrive in a VUCA (Volatility, Uncertainty, Complexity, and Ambiguity) world are:

Work Integrated Learning Programme: This flagship long-term initiative for employees to earn MBA/M. Tech degrees in partnership with BITS Pilani and IIM Udaipur, achieved graduation of 90+ executives

Digital Learning: Over 30k hours of digital learning, offering employees flexibility to upskill at their own pace, fostering a culture of continuous learning on world-class digital learning platforms

External Trainings: Collaboration with premier institutions like IIM Udaipur, NIT Rourkela, and MNIT Jaipur provides specialised expertise to employees with a market edge

Benchmark Visits: Domestic and international visits to explore global best practices in mining & smelting

Technical Training: Focused technical trainings through a centralised calendar for employees and specialised training for over 300 campus hires ensure technical excellence

TRC Training Programmes: The council’s recommendations of critical Programmes for select high-potential employees, such as ‘Finance for Non-Finance’, ‘Metallurgy for Non-Metallurgists’, and ‘Hydraulics in Mining Machines’ have empowered 500+ executives for greater impact

With prestigious awards like DRONAS, Hindustan Zinc celebrates employees who go the extra mile, nurturing a culture of continuous learning and high performance. Through SAKSHAM, we ensure that our workforce is empowered to drive innovation and contribute to organisational growth.

PERFORMANCE MANAGEMENT

During the year, we made a significant stride in aligning individual efforts with our overarching vision through a series of “Quality KPI Workshops” for managers, ensuring the effective dissemination of impactful key performance indicators (KPIs) throughout the organisation. These workshops, titled “Re-crafting KPIs for Excellence” and aligned with our “One Team - One Goal” philosophy, equipped our leadership with the tools to reassess team KPIs through the lenses of ESG, core roles, enablers, self-development, and value-added projects. This comprehensive approach not only fostered collaboration but also built a cohesive team culture.

Outcome

Over 200 managers were empowered through a “Constructive Feedback Workshop”, enhancing their ability to provide quality and continuous feedback, crucial for individual and collective growth. This further solidified Hindustan Zinc’s commitment towards a performance culture.

Hindustan Zinc’s remuneration philosophy is built upon a commitment to prioritise employee well-being and encourage entrepreneurship. With trust and a sense of purpose as guiding principles, our culture drives productivity and profits, ultimately serving the Company’s and its shareholders’ interests.

‘Pay for Performance’ approach: Strategically linking rewards with business priorities and enabling a holistic employee value proposition

Executive compensation: Emphasising operational and financial fundamentals, social responsibility, and business sustainability, to create wealth for all stakeholders

High-potential employees’ remuneration: Fast-track programmes and market-competitive rewards, including stock options and long-term incentive schemes, for lasting commitment

A transparent performance-driven culture is key to our ability to consistently set new benchmarks in operational excellence and achieve industry-leading growth. This is realised through meticulous business planning, well-defined KPIs, and robust performance measurement mechanisms. Executive compensation is determined by a combination of operational and financial results, leadership capabilities, achievement of strategic goals, and sustainability performance. The inclusion of ESG metrics, including climate-related issues, risk, and compliance, into our reward schemes marks our commitment to ‘Zero Harm, Zero Waste, Zero Discharge’. Our governance practices ensure continuous improvement in reward practices, maintaining equity in pay, and upholding the highest standards of integrity and accountability.

HUMAN RIGHTS & LABOUR RELATIONS

At Hindustan Zinc, we pride ourselves on fostering harmonious labour relations. Our workers’ union, affiliated with the Indian National Trade Union Congress (INTUC), is recognised across all locations. At the corporate level, the Hindustan Zinc Workers’ Federation (HZWF), established on October 23, 1982, serves as the sole negotiating agent for workers. Operating under the principle that ‘If the Company grows, our growth will be taken care of’, HZWF engages in discussions on service conditions, wages, benefits, and policies, aiming to resolve matters through dialogue and mutual consideration. Executive members of the Federation, representing recognised unions, collaborate with management to strategise on employee issues. Multiple bipartite forums, such as the Joint Consultation Committee and Safety Committee, ensure equal representation from management and the union, addressing all workmen-related matters.

Respecting fundamental human rights is central to our business ethos. Our human rights policy, aligned with the United Nations Guiding Principles on Business and Human Rights, prohibits forced labour within our operations and supply chain. This policy is integrated into our business ethics and corporate Code of Conduct, protecting the rights of all employees, business partners, and communities. We ensure fair and equitable remuneration, compliant with statutory obligations.

We maintain zero tolerance for harassment, abuse, or discrimination, with appropriate actions for any breaches. All personnel are expected to adhere to applicable human rights laws and the principles of the Universal Declaration of Human Rights.

COMMITMENT TO ADDRESS HUMAN RIGHTS EXPOSURE

We recognise the human rights risks associated with our business and are committed to implementing programmes to address these risks effectively.

• Comprehensive human rights policy framework
• Transparent procedures for tracking and reporting human rights concerns and grievances
• Meaningful collaboration with impacted stakeholder groups

• Conducting human rights due diligence

Equal Opportunity Policy: We are committed to providing equal employment opportunities and fostering an inclusive work culture, free from discrimination and harassment

Combating Slavery and Human Trafficking: We comply with the UK Modern Slavery Act 2015, ensuring our business and supply chain are free from modern-day slavery

Protecting and Upholding Labour Rights: We respect employees’ rights to freedom of association and collective bargaining, ensuring all agreements are negotiated fairly

Environmental Responsibility: We proactively address environmental concerns through responsible waste management and risk assessments

We ensure all personnel and stakeholders clearly understand our human rights policy through open communication and regular updates. This includes in-person meetings, emails, newsletters, and other forms of communication in the local language.

We employ the United Nations Global Compact (UNGC) human rights self-assessment tool to systematically identify and address human rights risks, ensuring prompt corrective actions.

Read more under BRSR-P5

HR DIGITAL TRANSFORMATION

Hindustan Zinc is leading the charge in HR digital transformation in today’s fast-paced technological landscape. This strategic initiative has revolutionised our HR processes, significantly boosting employee engagement and organisational efficiency. By embracing advanced digital solutions, we have moved beyond the traditional HR frameworks, transforming the way we manage and interact within our HR framework.

This year, we successfully implemented all modules of our unified HR Management System (HRMS) platform. This milestone has harmonised and streamlined various processes, automated manual HR tasks, and integrated AI capabilities. With its mobile-first interface, we aim to enhance our HR function’s agility, efficiency, and connectivity. The platform bridges gaps in employee experience, ensuring seamless HR interactions and establishing a robust employee data infrastructure for informed decision-making.

We have adopted a holistic approach to transform and optimise every facet of the HR ecosystem for efficiency – from talent acquisition to employee lifecycle management, learning and development to rewards and recognition. Our contract workforce management system ensures compliance and streamlines operations, fostering a culture of innovation and collaboration.

Our HR digital transformation journey epitomises the synergy between technological innovation and strategic vision, elevating HR as a strategic function in driving organisational success. As we continue to pioneer innovation, our digitalisation efforts will shape the future of work and support sustainable growth.

EMPLOYEE ENGAGEMENT AND WELL-BEING

At Hindustan Zinc, we believe a thriving workplace is built on enriching lives and fostering an environment where employees flourish both personally and professionally. Recognised as a leader in employee engagement and well-being, the Company has crafted a vibrant array of initiatives to nurture holistic growth, inclusivity, and resilience.

Read more under BRSR-P3