Chinmoy Mukherjee

Leadership that Transcends Time

Dr. Chinmoy Mukherjee

Group CHRO & Vice President - CC,

Barbrik Project Limited, PRA India Private Limited

Leadership is a dynamic landscape. Here, one axiom remains steadfast: a true leader transcends time. Dr. Chinmoy Mukherjee epitomises this ethos, boasting nearly three decades of industry experience and currently leading as the Group CHRO and VP – Corporate Communications at Barbrik Project Limited & PRA India Private Ltd. His journey through the dynamic corridors of HR has been a testament to adaptability and evolution, mirroring the shifts in the HR landscape over the years.
In an interview with TradeFlock, Dr. Chinmoy mused over the transformative changes within HR, emphasising the need for constant education and alignment with contemporary paradigms. “A leader is always a leader,” he asserted, drawing a parallel between leadership and riding a bicycle—a skill honed over time, adaptable to any terrain. His current role at Barbrik Project Limited & PRA India Private Ltd. is a testament to his multifaceted leadership prowess. As the corporate head overseeing Barbrik Project Limited, PRA India Private Limited, PRA Panels Pvt. Ltd. and PRA Daamar Pvt. Ltd., he manages 3,000 staff and a 7,000-strong workforce. He not only operates within HR but also handles business development when needed to secure new opportunities for the organisation, demonstrating cross-functional capabilities. Dr. Chinmoy’s responsibilities extend far beyond personnel management, encompassing risk mitigation, claim settlements, liaison and negotiation, administration, and industrial relations.
His skill set reads like a comprehensive roadmap to effective leadership. From executive management and operations to project and HR management, Dr. Chinmoy is a seasoned navigator in the corporate realm. His expertise in commercial and grievance arbitrations, international relations, and strategic business development further underscores his holistic approach to leadership.

Share your HR journey, critical challenges faced, key milestones achieved, and notable achievements.

My professional odyssey commenced within the corridors of a Central Government PSU, setting the stage for a career traversing diverse realms, from finance and administration to ultimately discovering my calling in HR. Throughout this journey, the pursuit of knowledge remained a constant, evident in academic milestones encompassing M.Com, MSW, MBA, LL.B., and a suite of specialised diplomas. I also hold Diploma in Industrial Relations, PGD in Intellectual Property Rights and a doctorate degree. The pivot towards HR wasn’t just a career shift; it resonated deeply with my intrinsic love for exploration and travel. Much like the varied modes of transportation I’ve embraced since childhood—be it cycling, motorbiking, or even walking—I’ve navigated through distinct professional landscapes, each offering its own unique challenges and rewards. At Petron Civil Engineering Limited in Mauritius, the orchestration of FRRO formalities wasn’t merely a task; it represented a pivotal moment of resourcefulness. The demand for a substantial skilled workforce within a stringent timeline underscored adaptability and efficiency in meeting critical project needs. ESSAR Projects Ltd. introduced a chapter on navigating the intricacies of multiple unions and complex land acquisition issues in Paradip. Here, forging connections with local communities and initiating a rehabilitation programme to facilitate the establishment of our steel plant portrayed strategic prowess and a nuanced approach to handling intricate situations. Contributing to CSR initiatives at Larsen & Toubro Limited epitomised a commitment to social responsibility, further paving the way to my current role at Barbrik Project Limited. As Group CHRO and VP—Corporate Communication, my scope transcends conventional HR boundaries, delving into insurance claims, risk management, business development, and liaisoning—embracing the multifaceted challenges inherent in the corporate realm. My professional journey isn’t merely a sequence of career advancements; it encapsulates adaptability, resilience, and an unwavering commitment to surmounting multifaceted challenges across diverse industries—a narrative of continual evolution and triumph amid complexity.

In five years, where do you see yourself?

In five years, I aim to lead the integration of automation and AI in HR, freeing up professionals to focus on strategic initiatives. My goal is to drive organisational growth and enhance the employee experience through innovative planning and technology utilisation.

What key observations have you made about the recent transformation in the work landscape, and why do you consider them critical?

The work landscape has undergone a seismic shift, notably with the widespread adoption of remote or hybrid work models. What was once a perk has become an essential employee expectation, reshaping how we view work-life balance. This change isn’t just about physical locations; it’s a cultural shift, redefining collaboration, trust, and the very nature of productivity. Flexibility is now a strategic necessity, crucial for attracting and retaining talent in this evolving landscape.

How do you cultivate an environment for Gen Z and millennials to thrive while enabling their personal and professional growth? What strategies drive this development within your organisation?

Creating an ideal work environment for Gen Z and millennials involves embracing diversity, equity, and inclusion policies while offering clear paths for career growth, competitive salaries, work flexibility, and transparent communication channels. To attract Gen Z, swift evaluation aligned with the external environment and robust, diverse-focused training and leadership programmes are crucial. These strategies aim to cater to their values of inclusivity, autonomy, and continuous learning, fostering an environment where they feel valued and supported in both personal and professional growth within the organisation.

How do you manage the main challenges in your role, and why are they challenging?

Navigating today’s HR landscape presents challenges, especially in recruitment, retention and motivation, leadership development, and corporate culture. The shift to a strategic role demands continual focus, consuming time and effort. Addressing unsettled employee-employer relationships, leveraging technology for HR performance, and thriving in a competitive talent market remain top challenges. To tackle these, innovation in recruitment, nurturing culture, investing in leadership, and embracing adaptable HR practices are vital strategies for success.