As the Head of Human Resources, you shall be responsible for designing and executing the overall HR strategy and operational framework for the organization. You shall act as a key business partner to the Executive Leadership team, ensuring that HR initiatives- spanning talent acquisition, industrial relations, performance management, compliance, and culture - are directly aligned with production, market growth, and innovation targets of the company. As the HR Head you'd be directly accountable for creating a high-performance, safe, and legally compliant work environment across all operational sites.
Key Responsibilities (Summary):
Strategic HR & Business Alignment:
Act as a strategic partner, aligning HR strategies with core business objectives (production, R&D, sales).
Talent Management:
Oversee the complete talent lifecycle, including workforce planning, blue-collar and corporate recruitment, and robust succession planning for critical roles.
Performance & Development:
Design and manage the Performance Management System (PMS) and lead Learning & Development (L&D) programs to close skill gaps, focusing on technical and leadership skills.
Industrial Relations (IR) & Compliance:
Lead all IR activities, including union negotiations and grievance handling. Ensure meticulous compliance with the Factory Act, labor laws, and Occupational Health & Safety (OHS) standards.
Compensation & Benefits (C&B):
Develop and implement a competitive Total Rewards strategy, including salary benchmarking and performance-linked incentive (PLI) schemes.
Culture & Engagement:
Champion the company culture, drive employee engagement initiatives, and ensure robust employee well-being programs.
HRIS & Budget Management:
Manage the HR departmental budget and drive the digital transformation of HR processes through effective HRIS implementation.
Roles & Responsibilities:
I. Strategic Leadership & Planning
Business Alignment :
Act as a strategic partner to the CEO/Plant Head and Executive Committee, aligning HR strategy with the overall business goals, including production targets, market expansion, and R&D innovation.
Workforce Planning :
Develop and execute mid-to-long-term workforce planning strategies to ensure the right talent pipeline for all functions (Factory/Production, Supply Chain, Sales & Distribution, R&D, Corporate).
Budget Management :
Prepare and manage the HR departmental budget, ensuring cost-effective execution of programs (e.g., training, recruitment, benefits).
Succession Planning :
Implement robust succession planning for critical leadership and technical roles, especially within specialized food manufacturing and quality control.
Digital Transformation :
Lead the selection and implementation of HRIS systems (e.g., SAP, Oracle) and digital tools to enhance efficiency in all HR processes.
II. Talent Acquisition & Management:
Recruitment :
Oversee the end-to-end recruitment process for all levels, from blue-collar labor on the factory floor to senior management and specialized food scientists.
Employer Branding :
Build and maintain a strong employer brand to attract top talent in competitive areas like Fast-Moving Consumer Goods (FMCG) and food technology.
Onboarding :
Design and execute comprehensive onboarding programs that integrate new hires into the company culture, safety protocols, and operational standards.
Performance Management :
Design, implement, and manage a fair and objective Performance Management System (PMS) linked to business outcomes and employee development.
Training & Development :
Identify organizational skill gaps and manage the implementation of Learning & Development (L&D) programs, focusing on technical skills, leadership development, and quality/safety compliance.
III. Employee Relations & Compliance:
Industrial Relations (IR) :
Manage all Industrial Relations activities, including negotiating with labor unions (where applicable), handling grievances, and maintaining a harmonious work environment in the factory setting.
Legal Compliance :
Ensure 100% compliance with all applicable labor laws, factory acts, health and safety standards (HSE), and local regulations across all operational sites.
Policy Development :
Develop, communicate, and enforce all HR policies and procedures (e.g., code of conduct, disciplinary action, diversity and inclusion).
Dispute Resolution :
Lead and manage the resolution of complex employee disputes, disciplinary cases, and termination processes.
IV. Compensation & Benefits (C&B):
Total Rewards Strategy :
Develop and manage a competitive Total Rewards strategy that includes salary, incentives, and benefits to attract and retain high-performing employees.
Salary Benchmarking :
Conduct regular compensation and benefits surveys/benchmarking against industry peers (FMCG, Food Sector) to ensure internal equity and external competitiveness.
Incentive Schemes :
Design and implement performance-linked incentive (PLI) and bonus schemes for different employee groups (e.g., production efficiency bonuses, sales incentives).
Payroll Oversight :
Oversee the accuracy and timeliness of the payroll process and ensure adherence to statutory requirements like PF, ESI, and taxes.
V. Culture, Engagement & Safety:
Culture Building :
Champion the company's values and culture, promoting a safe, inclusive, high-performance, and ethical work environment.
Employee Engagement :
Design and execute employee engagement initiatives (e.g., surveys, town halls, recognition programs) to boost morale, retention, and productivity across the unit.
Occupational Health & Safety (OHS) :
Collaborate closely with the EHS/Factory teams to implement and monitor safety training and protocols in a manufacturing environment to minimize accidents and ensure employee well-being.
Well-being Initiatives :
Lead initiatives focused on employee well-being, including mental health support, health check-ups, and work-life balance programs.
Key Performance Indicators (KPIs) for the HR Head:
Employee Attrition Rate:
Overall and for key talent/functions.
Time-to-Hire:
For critical roles (e.g., R&D, Quality Control, Plant Managers).
Employee Engagement Score:
Based on annual or pulse surveys.
Training Effectiveness Score:
Measured by impact on performance/productivity.
IR/Legal Compliance Incidents:
Number of labor disputes or legal non-compliance issues.
Absenteeism Rate:
Especially in the factory/production unit.
Required Qualifications & Skills:
Education :
Master's degree in Human Resources, Business Administration (HR specialization), or equivalent.
Experience :
Minimum 10-15 years of progressive HR experience, with at least 5 years in a senior leadership role, preferably within the FMCG or Food/Process Manufacturing sector.
Technical Skills :
Expertise in Industrial Relations (IR), Labor Law compliance, Talent Management, and Compensation & Benefits structures for manufacturing setups.
Leadership :
Proven ability to lead, mentor, and develop a high-performing HR team and influence senior stakeholders.
Core Competencies :
Strategic thinking, exceptional negotiation and conflict resolution skills, strong analytical and decision-making capabilities.
Age :
Below 50 years
Team Size :
500 +
Reporting :
CEO/ Director/ Managing Director
Language :
Odia, Hindi & English
Job Type: Full-time
Pay: From ?33,597.13 per month
Work Location: In person
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