Head – Human Resources

Position Title:

Department:

Reports To:

Location:

OBJECTIVE OF THE ROLE

To lead the Human Resources function at Chatha Foods by designing and implementing progressive HR strategies,

policies, and systems that drive organizational growth, workforce productivity, and a high-performance culture.

The HR Head will align people strategy with business goals, ensuring compliance, employee engagement, and

leadership pipeline development across all plants, sales offices, and corporate functions.

KEY RESPONSIBILITIES – HEAD OF HR

1. STRATEGIC HR LEADERSHIP

• Formulate and drive the HR strategy that supports Chatha Foods’ 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.
• Establish partnerships with colleges, institutes, and industry bodies for campus recruitment.
• 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.
• Lead corporate social responsibility (CSR)-aligned engagement activities.
• 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 seting, continuous feedback,
• and annual reviews.
• Ensure each role has clear KPIs/KRAs aligned to business metrics.
• Promote a culture of meritocracy by linking appraisals and rewards to performance outcomes.
• Create Individual Development Plans (IDPs) for high-potential employees.
• Build structured learning & development calendars with technical, functional, and leadership
• training.
• Partner with external agencies to deliver capability-building programs (manufacturing excellence,
• safety, leadership).
• 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).
• Drive continuous improvement in HR processes to reduce manual intervention and enhance
• employee experience.
• Lead HR due diligence for business expansions, audits, and investor reviews.

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 & nonmonetary).
• Oversee administration of employee benefits (insurance, medical, canteen, transport).
• Monitor wage agreements, compliance, and negotiations for blue-collar workforce.
• 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.

7. INDUSTRIAL RELATIONS (IF APPLICABLE AT PLANTS)

• Maintain harmonious relations with unions, works committees, and labour representatives.
• Negotiate wage settlements and collective bargaining agreements.
• Address disputes, disciplinary cases, and ensure statutory grievance handling.
• Liaise with local labour departments and government authorities on compliance.
• Build positive relations with plant-level workforce to minimize disruptions.

RELATIONSHIP MATRIX

STAKEHOLDER (Internal):

• Managing Director / CEO

  - Align HR strategy with overall business goals and growth vision

• Plant Heads / Operations

  - Workforce planning, productivity management, industrial relations

• Functional Heads (Sales, Finance, Supply Chain, QA, R&D)

  - Fulfill talent needs, enable performance management, build capability

• Line Managers

  - Provide guidance on people management, coaching, grievance handling

• Employees (all levels)

  - Engagement, welfare, career development, communication of policies

• Board / Investors (if applicable)

  - Share HR metrics, leadership pipeline progress, and organizational health

STAKEHOLDER (External):

• Recruitment Partners / Consultants

  - Build strong talent pipeline and leadership hiring

• Training & Development Partners

  - Deliver skill development, leadership programs, and certifications

• Statutory & Regulatory Authorities

  - Ensure compliance with labour laws, POSH, and social security

• Industry Bodies / HR Forums

  - Employer branding, best practices, benchmarking

• Welfare & Benefit Vendors (Insurance, Canteen, etc.)

  - Employee welfare programs and benefits administration

• Auditors (Internal / External)

  - HR audits, statutory compliance, and certifications