Head Human Resource

KEY RESPONSIBILITIES HEAD OF HR

1. STRATEGIC HR LEADERSHIP

• Formulate and drive the HR strategy that supports short-term and long-term business objectives.

• Align HR roadmap with business expansion (plants, new markets, export growth, retail channels).

• Partner with the leadership team to provide HR insights for strategic decision-making.

• Lead organizational design initiatives to improve structure, reporting, and efficiency.

• Develop change management frameworks to support business transformation (automation, digitization, cultural change).

• Act as a trusted advisor to the MD/CEO and senior leadership on people-related issues.

2. TALENT ACQUISITION & MANAGEMENT

• Develop annual and quarterly manpower plans in line with business forecasts.

• Build a robust recruitment process (screening, assessment, competency-based interviews).

• Manage leadership hiring and succession planning for critical roles.

• Maintain an internal talent pool through career pathing and talent mapping.

• Ensure high-quality onboarding and induction to accelerate cultural alignment.

• Build and monitor talent retention strategies (career growth, recognition, development).

3. EMPLOYEE ENGAGEMENT & CULTURE

• Design and implement annual employee engagement surveys, analyse results, and create action

plans.

• Institutionalize platforms for two-way communication (town halls, pulse surveys, feedback channels).

• Drive Diversity, Equity & Inclusion (DEI) initiatives across levels.

• Create and reinforce a positive workplace culture driven by Chatha Foods values.

• Establish transparent grievance redressal systems and ensure compliance with POSH regulations.

• Strengthen employer branding through internal campaigns and external presence (awards, HR forums).

4. PERFORMANCE & CAPABILITY DEVELOPMENT

• Institutionalize a Performance Management System (PMS) with goal setting, continuous

feedback, and annual reviews.

• Ensure each role has clear KPIs/KRAs aligned to business metrics.

• Create Individual Development Plans (IDPs) for high-potential employees.

• Build structured learning & development calendars with technical, functional, and leadership

training.

• Implement mechanisms for measuring training effectiveness (pre/post-assessments, ROI tracking).

5. HR OPERATIONS & COMPLIANCE

• Oversee payroll, time & attendance, leave management, and employee records with 100% accuracy.

• Ensure compliance with all statutory requirements – PF, ESIC, Gratuity, Bonus, Maternity,

Factories Act, Shops & Establishment Act.

• Regularly conduct HR and labour audits across corporate and plant locations.

• Standardize and update HR policies, employee handbook, and code of conduct periodically.

• Implement a centralized HRMS for digitization of HR processes (recruitment, attendance, appraisal, exit).

6. COMPENSATION & BENEFITS

• Conduct annual benchmarking of compensation structures against FMCG/food sector peers.

• Design performance-linked incentive programs for corporate, sales, and plant staff.

• Manage salary reviews, promotions, and reward recognition programs (monetary & non- monetary).

• Oversee administration of employee benefits (insurance, medical, canteen, transport).

• Develop policies for work-life balance and well-being (flexibility, wellness programs, safety).

• Ensure fairness and transparency in compensation practices to drive trust and retention.