Oriental Structural Engineers (OSE), established in 1971, is a leader in India’s infrastructure sector, specializing in Highways & Airfields. Renowned for quality and timely execution, OSE boasts an impressive portfolio exceeding 8,300 lane kilometers of highways and expressways, alongside pavement works at 39 airports – a testament to their consistent achievement of early completion bonuses. Their strategic diversification extends into Open Cast Mining, OFC, Real Estate & Hospitality, and Warehousing & Logistics, solidified by a successful infrastructure investment trust (InvIT) launched in 2019. This venture attracted global, further strengthening OSE’s financial base with a Rs. 55 billion annual turnover. Leading this growth trajectory is Rajesh Yadav, Executive Director-HR at OSEPL. With over 40 years of experience, Mr. Yadav’s distinguished career encompasses progressively senior HR roles at prestigious companies like Electronics Ltd., Escorts, and UFlex Industries. He holds a Master’s degree in Social Work and a degree in Political Science. At OSEPL, Mr. Yadav’s transformative leadership has aligned HR functions with the organization’s vision. He has fostered a performance-driven culture that has seen the workforce triple. A champion of social responsibility, Mr. Yadav has driven impactful CSR programs supporting Project Affected People through skill training, environmental protection, and education. He is also a recognized leader in ESG compliance, propelling OSE-SPV projects to achieve top ESG rankings in India. Mr. Yadav’s ability to foster strong business relationships and collaborative work environments sets him apart. He skillfully aligns HR strategies with both employee wellbeing and organizational goals.
Walk us through your career path that led you to this leadership position at Oriental Structural Engineers Pvt Ltd (OSEPL)?
A seasoned HR leader with 40 years of experience, I excel in HR management, restructuring, talent acquisition, and people strategy. My distinguished career encompasses partnerships with national and multinational corporations across diverse industries like engineering and infrastructure. I’m recognized for fostering strong business relationships, cultivating collaborative work environments, and aligning HR with both employee well-being and organizational objectives. An MSW and Political Science degree underpin my qualifications. I’ve held progressively senior HR roles at Electronics Ltd., Escorts (Department Head, 3 manufacturing units), UFlex Industries (Joint Executive Manager, 3 business units), Machino Basell (General Manager, HR), and Sumi Mother son (National & International HR). Currently, as Executive Director-HR at Oriental Structural Engineers (OSE), I oversee all HR functions, transforming them to align with the organization’s vision and fostering a performancedriven culture. Under my leadership, OSE’s workforce has tripled, solidifying its reputation as a forward-thinking and employee-centric organization. My expertise extends beyond HR. I lead Tolling & Non-Tolling operations for Oriental InfraTrust, doubling its revenue in 4 years. I’ve also successfully managed Open Cast Mining Projects, OFC, and Aggregate Businesses. Additionally, I played a crucial role in ESG compliance for OSE-SPV projects, propelling all InvIT assets to achieve the top ESG ranking in India.
How does your role at Oriental Structural Engineers contribute to the company’s overall goals and success?
Building on a successful HR track record, I have significantly contributed to OSE’s growth. I spearheaded the establishment of new business units, implemented HR systems, and integrated HR for acquisitions and new ventures. My passion lies in fostering a future-ready, productive, engaged, and diverse workforce through talent management frameworks, performance-driven culture, and technology-driven HR processes. Beyond HR, I led EHSS functions, securing ISO certifications (ISO 9001, 14001, & 45001) for OIT, OITML, and their SPVs, demonstrating a commitment to quality management and operational excellence. Furthermore, I currently oversee Tolling & Non- Tolling operations for Oriental InfraTrust, with annual revenue exceeding Rs. 30 Billion. My leadership has ensured EHSS compliance for OSE-SPV projects, paving the way for InvIT investments and achieving the top ESG ranking (ESGRisk.ai) for all InvIT assets in India. Leading CSR initiatives, I’ve implemented impactful programs supporting Project Affected People (PAPs) through skill training, environmental protection, and educational support. Additionally, I’ve successfully managed Open Cast Mining Projects (total worth Rs. 561 Cr), the Aggregate Business (annual turnover Rs. 40 Cr), and Optical Fibre Cable laying projects (combined value Rs. 62.23 Cr).
Over your career, what were some of the most significant challenges you faced in HR, and how did you overcome them? What did you learn from those experiences?
Entering the complex construction industry, I faced the challenge of transforming Oriental Structural Engineers into a well-structured, process-driven organization. Initially focused on highway construction, diversification into new business lines necessitated the consolidation and standardization of HR processes. Attracting and retaining talent presented another hurdle. I implemented a multi-pronged strategy, including competitive compensation and benefits, engaging employee initiatives at project sites, leadership development programs, and fostering a diverse workforce with a focus on female inclusion.
What are some key strategies for keeping employees engaged and motivated at Oriental Structural Engineers?
Employees seek career progression, not just a job. As HR Director, I prioritize outlining clear career paths through five-year plans. Succession planning empowers current executives through mentoring, coaching, and development programs. Formal onboarding, including welcome letters and buddy systems, equips new hires for success. Maintaining motivation is key. We recognize and reward outstanding performance through our Performance Management Plans and marketdriven compensation. Individual incentives for key personnel and group-based incentives for project teams foster a collaborative spirit. From appreciation letters to on-thespot rewards, we acknowledge achievements at all levels. Celebrating milestones provides external validation and strengthens morale. Empowering our team is crucial. Senior executives hold clearly defined roles with financial autonomy, particularly at project sites. They participate in setting business goals and individual targets through business meetings and budget planning sessions. We foster a positive and engaging work environment through various cultural activities. Yoga and music classes promote well-being, while sports like volleyball and carom boards encourage teamwork. We actively participate in CSR initiatives, safety circles, and stakeholder engagement. A canteen committee ensures employee satisfaction, and we celebrate important days like festivals, Women’s Day, Earth Day, and Road Safety Week.
How does Oriental Structural Engineers promote diversity and inclusion within its Human Resources Practices?
Recognizing the critical importance of diversity, equity, and inclusion (DE&I) for business success, I have been a staunch advocate for initiatives that promote a fair and inclusive workplace. My approach involves actively assessing potential biases within the organization and systematically dismantling barriers to ensure equal opportunities for all employees. Our recruitment strategy is designed to attract talent from diverse backgrounds, focusing on local hiring at project sites as well as bringing in international professionals. This strategy not only enriches our talent pool but also ensures that we are representative of the communities we serve. I firmly believe that fostering a culture of empowerment and belonging is essential for employee motivation and retention. By creating an environment where every individual feels valued and included, we enhance overall job satisfaction and productivity. A diverse and inclusive work environment fosters a sense of unity and purpose, making our company an attractive destination for top talent and contributing to our overall success and growth. This holistic approach to DE&I not only enhances our corporate culture but also drives innovation and creativity within our teams.
