Human Resources Lead

JOB DESCRIPTION: LEAD – HUMAN RESOURCES

Position Title

LEAD – Human Resources

Reports To

Chief Operating Officer (COO) / Board of Directors

Department

Human Resources & Organizational Development

Scope

National/Multi-State Operational Network, Manufacturing/Factory Units, Corporate Offices, and Distribution Networks

• POSITION PURPOSE To direct, scale, and transform the human resources, personnel, and training functions within strategic budgetary limits. The role is designed to optimize organizational performance, foster a high-performance culture, and implement cutting-edge HR technologies. The DGM - HR will bridge strategic corporate planning with ground-level operational execution, ensuring total compliance, high employee engagement, and sustainable workforce growth.
• STRATEGIC WORKFORCE PLANNING & TALENT ARCHITECTURE
• Skills-Based Talent Architecture (SBTA):

Transition the organization away from static job descriptions toward a dynamic, future-focused skills-based model by developing a "Universal Skills Taxonomy" across all major business functions (Sales, Marketing, Operations).

• Workforce Forecasting & Expansion:

Lead annual Strategic Workforce Planning initiatives to align staffing and upskilling requirements with multi-year business expansion plans (e.g., addressing skill gaps in digital, automation, and technical fields).

• Advanced Talent Acquisition & ATS Implementation:

Design robust recruitment plans and deploy automated Applicant Tracking Systems (ATS) to manage proprietary databases, direct sourcing, head-hunting, and agency coordination, cutting time-to-hire by up to 35%.

• Internal Mobility & Career Pathing:

Deploy interactive employee-facing "Skill-Path" dashboards and Employee Self-Service (ESS) tools to map career tracks, boost internal fill rates for senior roles, and significantly reduce voluntary turnover.

• DIGITAL TRANSFORMATION & HR INFORMATION SYSTEMS (HRIS)
• End-to-End HR Tech Migration:

Manage full-scale migrations from legacy systems to unified, cloud-based HRMS platforms (such as Keka, Prism, or Oracle-based architecture).

• Online Payroll & Statutory Automation:

Oversee end-to-end digital payroll processing, automated statutory compliance tracking, online leave management, and digital document management systems to improve audit readiness.

• People Analytics & Dashboarding:

Establish a robust People Analytics function providing real-time executive dashboards to track retention predictions, flight risks, salary equity, and monthly headcount budgeting.

• PERFORMANCE MANAGEMENT SYSTEM (PMS) & TALENT DEVELOPMENT
• Continuous Feedback & Development (CFD):

Overhaul rigid annual and quarterly performance review processes, replacing them with agile, continuous feedback models integrated with goal-setting software.

• 360-Degree Feedback & ESS Integration:

Digitize multi-tier appraisal workflows (manager, peer, and self-ratings) into the ESS HRIS module, cutting administrative processing time by 50% and linking Key Result Areas (KRAs) and Key Performance Indicators (KPIs) directly to compensation and bonus programs.

• Learning Management Systems (LMS) & Upskilling:

Align training calendars with appraisal-identified needs; execute techno-functional training programs, fire safety drills on shop floors, tool-box talks, and cross-unit skill development initiatives.

• External Institutional Partnerships:

Spearhead strategic skill development programs in coordination with government bodies (such as ITI tie-ups and MoU signings) to build localized talent pipelines and drive corporate social responsibility (CSR).

• EMPLOYEE RELATIONS, CULTURE & ENGAGEMENT
• Rewards, Recognition & Morale:

Conceptualize and drive Star Rewards policies, milestone celebrations, monthly award winner campaigns, and corporate town halls to boost employee morale.

• Grievance Handling & Counseling:

Act as a central counselor for employee welfare, managing open-door policies, Job Chats, skip-level meetings, and departmental interaction sessions to address cultural fitment issues proactively.

• Employee Experience (EX) & Welfare:

Organize structured indoor/outdoor team-building events, sports activities, safety workshops, and employee satisfaction initiatives to maintain high eNPS scores.

• INDUSTRIAL RELATIONS (IR) & STATUTORY COMPLIANCE
• Statutory Framework Adherence:

Ensure 100% compliance with labor laws and local authority mandates, including Provident Fund (PF), Employees' State Insurance Corporation (ESIC) registration/cards, Professional Tax (PT), and Shop & Establishment licenses.

• Factory Administration & Safety Compliance:

Oversee EHS (Environment, Health, and Safety) parameters, security force alignments, daily labor briefings (Dali briefings), and standing order implementations across plant premises.

• Audit & Inspection Readiness:

Maintain flawless statutory records, manage legal documentation for factory inspections, execute POSH (Prevention of Sexual Harassment) committee protocols, and ensure zero-finding external compliance audits.

• ROUTINE PERSONNEL & ADMINISTRATIVE OPERATIONS
• Onboarding & Exit Management:

Standardize end-to-end joining formalities (bank account creation, ID/visiting cards) and exit protocols (comprehensive exit interviews, counseling, charge handovers, and flawless Full & Final settlements).

• Personnel Record Management:

Supervise the generation and issuance of official documentation, including appointment letters, confirmation letters, extension letters, promotion, transfer, and experience letters.

• Site & Facility Administration:

Oversee branch-level and factory-level administration, security vendor management, housekeeping cleaning schedules, cafeteria/locker management, and utility billing operations.

• POSITION REQUIREMENTS & SPECIFICATIONS
• Education:

Post-graduate degree in Human Resources / Industrial Relations (e.g., MHRD. / MBA-HR or equivalent).

• Experience Profile:

Extensive experience (12+ years) across manufacturing, corporate, and multi-unit hospitality/industrial setups, with demonstrated success at the DGM / General Manager level.

• Key Competencies:
• Advanced proficiency in modern HRMS software (Keka, Oracle, Covnark) and Microsoft Office ecosystems.
• Exceptional command over statutory labor legislations and industrial relations.
• Proven track record in organizational development (OD), change management, digital transformation, and cross-functional leadership.