head - HR

D Nos.

Designation

Division / Dept.

Role

Reporting To

Team Reporting

Location

Key Responsibilities

1. Develop and implement HR strategies and initiatives aligned with the overall business strategy.
2. Lead and manage the recruitment, onboarding, and retention processes to attract top talent.
3. Design and oversee employee performance management systems and employee development programs.
4. Foster a positive workplace culture that promotes employee engagement, employee satisfaction, and productivity.
5. Manage compensation and benefits programs to ensure competitiveness and equity.
6. Ensure compliance with applicable labor laws and HR-related statutory requirements relevant to employees, including adherence to the Shops and Establishments Act, Payment of Wages Act, POSH Act, PF, MWF ESI (where applicable), and other employment-related regulations. This includes maintaining accurate employee records, conducting internal investigations when necessary, and representing the organization during statutory audits, inspections, or legal proceedings.
7. Develop and monitor HR budgets and resource planning.
8. Guide organizational change management initiatives.
9. Support current and future business needs through the development, engagement, motivation, and retention of talent
10. Develop future leaders who can drive the organization forward.
11. Provide decision support through HR metrics and reporting.
12. Provide trusted guidance to senior management on all human capital matters, to support effective decision-making.

Accountability

• The Head of HR is accountable for leading the HR function and ensuring that all human resource strategies, policies, and practices align with business objectives. This includes driving talent management, compliance, employee engagement, organizational development, and HR operations to support the companys growth and culture.

• Ensure timely and accurate payroll processing

  , maintaining data integrity across all HR systems.

• Foster a healthy, inclusive, and safe work environment

  that supports employee well-being and aligns with the organization's values.

• Implement and monitor a fair and transparent Performance Management System (PMS)

  that promotes meritocracy and equal opportunity for growth and development.
• Ensure business continuity by preparing future leaders who can drive the organization forward.

Working Relationship

1. Internal

With Senior Management:

1. External

Effectively manage relationships with external partners including recruitment agencies, HR service vendors and statutory compliance consultants, to ensure timely and cost-effective support for HR operations.
Knowledge

• HR Best practices & polices.
• Employment Law & Compliance
• Organizational Development & Change Management
• Coaching and Mentoring
• HR data analytics and Technology (HRIS, SAP etc.)
• Career path and Succession Planning

Competencies (List 5-6 main competencies relevant to the job)

1. Leadership and people management

1. Strong ethics and confidentiality
2. Strategic Thinking
3. Result Orientation
4. Execution Excellence
5. Talent Management
6. Business Acumen
7. Employee Relations & Communication
8. Conflict resolution and problem-solving

Education / ExperienceEducation

• Bachelors degree in human resources, Business Administration, or Master's degree /Post graduate diploma in HR

Experience

• Preferably 15-20 Years experience, with at least 5 years in a leadership role
• Relevant certifications/knowledge in quality management (e.g. Six Sigma, ISO 9001 or Lean Six Sigma), would be an added advantage