1. HR Strategy & Leadership
Co-create a future-ready HR vision aligned with PadCare2019s business goals and founder2019s mentality.
Define and track KPIs for HR effectiveness, talent health, and culture alignment across plants, field operations, and corporate teams.
Advise CXOs and functional heads on org-wide people decisions, compensation structures, and capability building.
Establish HR governance mechanisms (policies, committees, audits) for compliance and scale readiness.
2. Talent Acquisition & Employer Branding:
Build a recruitment engine to scale from 100 to 500+ employees across plant/shop-floor, field, and corporate roles.
Develop differentiated sourcing strategies: ITI/polytechnic campuses, gig/contractor networks, and leadership pipeline
Strengthen PadCare2019s employer brand and storytelling across channels (LinkedIn, Naukri, social media, industry platforms).
Integrate AI-driven sourcing and screening tools to reduce time-to-hire.
3. HR Operations, Compliance & HRIS
Strengthen systems for payroll, attendance, overtime, contractor management, and grievance redressal.
Ensure PF, ESIC, labor law, and health & safety compliance across plants, warehouses, and offices
Build HR SOPs with audit-ready documentation.
Digitize onboarding and offboarding for both blue- and white-collar employees through HRMS.
Maintain audit-ready HR SOPs and documentation across all geographies.
Provide HR insights, dashboards, and workforce analytics to leadership.
Develop innovative employee benefits and retention programs.
4. Learning, Development & Capability Building
Launch role-based L&D framework (30-60-90, functional, leadership).
Drive culture and compliance training.
Build partnerships/internal trainers for delivery.
Design skill frameworks for plant workforce (technical, quality, safety), supply chain/field (process, service excellence), and office teams (sales, R&D, leadership).
Launch structured onboarding (30-60-90), role-specific capability journeys, and leadership development (first-time managers to CXOs).
Build career mobility paths including shop-floor 2192 supervisor 2192 manager transitions.
Use digital/AI-powered L&D platforms for scalable delivery.
5. Performance Management & Career Pathways
Link PMS with rewards, recognition, ESOPs, and growth conversations.
Design career pathways and mobility frameworks.
Implement a scalable PMS with measurable plant KPIs (output, quality, safety, efficiency) and OKRs for managerial/functional roles.
Design transparent career pathways for both plant/field and office employees.
Define and communicate a total rewards strategy (cash, benefits, recognition, ESOPs).
6. Culture, Engagement & Org Development
Drive 201cFounder Mentality201d culture of ownership, agility, collaboration.
Foster a unifying culture that bridges shop-floor discipline with startup agility.
Create differentiated engagement models for plant, on-ground, and corporate teams (e.g., safety weeks, family days, townhalls, recognition loops).
Institutionalize rituals: townhalls, feedback forums, 1:1s, recognition systems.
Build leadership succession and organizational health diagnostics.
Design wellbeing, safety, and inclusion programs tailored to diverse workforce needs.
7. HR Tech, Data & AI Integration
Select and implement HR Tech/AI tools for recruitment, HR operations, and engagement.
Build real-time people analytics dashboards (attrition, engagement, productivity, compliance).
Ensure compliance, data privacy, and ethical use of AI in people processes.
Drive adoption of HR systems through structured change management.
8. HR Business Partnering (Future Scale)
Design the HRBP model to serve as the connective tissue between business units and HR.
Build and coach an HRBP layer once the employee base exceeds 200+.
Requirements
What were looking for:
8-10 years in HR leadership, preferably in manufacturing, hardware, or high-growth startups
Strategic HR leadership with hands-on execution ability.
Experience in scaling HR systems for multi-location teams (blue/white collar).
Strong knowledge of Indian labor laws, compliance, and HR tech.
Culture architect: proven ability to build engaged, high-performance teams.
Business acumen to align HR decisions with growth and P&L.
