Purpose of the Role
To lead and execute end-to-end HR across Manufacturing, Retail, and Corporate teams (2,000+ employees),ensuring complete statutory compliance and a performance-driven, people-centric culture. The role combinesoperational excellence with strategic corporate HR oversight, leveraging data, policy, and technology to build organizational strength and scalability.
Scope of Work
Corporate: Policy, governance, budgeting, analytics, and HR technology. Factories: Compliance, discipline, time-office, manpower control, and audits. Retail: High-volume hiring, engagement, performance discipline, attrition control.
Key Responsibilities
- Talent Acquisition & Employer Branding
Own end-to-end recruitment for corporate, factory, and retail roles.
Define TATs, sourcing strategies, selection processes, and quality-of-hire metrics. Build agency, referral, and campus partnerships; maintain a quarterly manpower plan. Standardize onboarding and induction for a consistent new-hire experience. Strengthen employer branding through social media, internal success stories, and digital presence.
- Workforce Planning & Organization Design
Conduct annual manpower budgeting with business heads; maintain organization charts and sanctioned strength trackers.
Review span of control, eliminate duplication, and ensure clear role accountability. Maintain and update job descriptions and KRAs in coordination with departmental heads. Partner with Finance to monitor manpower cost variances and forecast headcount costs.
- HR Operations & Statutory Compliance
Supervise payroll processing, attendance/time-office management, and compliance with PF, ESIC, Gratuity, Bonus, and LWF regulations.
Ensure 100% statutory compliance across all states and maintain audit-ready documentation. Manage contractor compliance (CLRA) and vendor labour audits. Maintain HRIS data accuracy and publish timely monthly MIS for management review.
- Policy, Process & Governance
Design, implement, and maintain the HR Policy Framework and Employee Handbook (covering leave,
travel, reimbursement, remote work, code of conduct, disciplinary matrix, POSH, asset policy, etc.). Maintain version control, approvals, and update logs for all HR policies. Run an annual HR governance calendar covering appraisals, increments, audits, and engagement initiatives. Standardize HR processes and SOPs across corporate, factory, and retail units. Conduct periodic policy orientation and compliance training for staff and managers.
- Performance Management & Rewards
Manage the goal-setting, mid-year, and annual appraisal cycles across business units.
Ensure alignment between individual KRAs and company objectives. Support annual compensation benchmarking and recommend revisions in structure or variable pay. Oversee design and implementation of sales and plant incentive plans with measurable results. Ensure transparent performance evaluation and data-backed reward decisions.
- Employee Relations & Engagement
Serve as the primary grievance-handling authority for all units.
Manage disciplinary actions, investigations, and domestic inquiries per statutory norms. Plan and execute engagement activities, welfare events, and recognition programs with clear budgets and outcomes. Conduct periodic pulse surveys and report findings with improvement plans. Partner with factory management on maintaining healthy IR practices and zero industrial disputes.
- Culture & Internal Communication
Drive articulation and adoption of company values across all levels.
Build internal communication platforms — newsletters, leadership updates, recognition posts, and employee spotlights. Champion a culture of transparency, meritocracy, and ownership.
- HR Technology, Automation & Analytics
Lead the HRMS/HRIS roadmap for onboarding, PMS, leave, attendance, and workflow automation.
Digitize HR processes (letters, transfers, confirmations, exit clearances, full & final). Build and maintain HR dashboards on headcount, attrition, cost, hiring funnel, and gender diversity. Ensure HR data integrity, privacy, and audit readiness. Partner with IT for continuous HR tech upgrades to improve speed, accuracy, and employee experience.
- Audit, Risk & Compliance Oversight
Conduct internal HR audits to ensure record completeness, process adherence, and legal compliance.
Close non-conformities within stipulated timelines. Prepare and coordinate HR-related documentation for ISO, BIS, and social audits. Maintain a risk tracker covering attrition spikes, role gaps, or pending compliance issues.
- Exit Management & Retention
Standardize exit formalities, clearance checklists, and full-and-final processes with fixed TATs.
Conduct structured exit and stay interviews to capture actionable feedback. Track attrition analytics by department, level, and cause; recommend retention interventions for high-impact roles. Ensure proper documentation, asset recovery, and compliance closure for all separations.
Prepare and monitor the annual HR budget — recruitment, training, welfare, consultants, and admin. Partner with Finance on payroll forecasting, increments, and provisions. Publish monthly and quarterly HR MIS covering headcount, attrition, open positions, cost variance, andengagement data. Deliver data-driven insights to management for decision-making.
Qualifications
MBA / PGDM in Human Resources (preferred) or Bachelor’s in HR / Business Administration. Minimum 10 years of experience and 5 years of corporate HR leadership capacity for multi-locationoperations (manufacturing + retail). Must have worked in well a known branded organisation. Proven track record in statutory compliance, HR operations, policy creation, and people analytics.
Compensation & Logistics
Employment type: Full-time, Permanent. Probation: 6 months probation period, confirmation subject to satisfactory performance and completion of probation deliverables. Notice period & joining expectations: Preferred joining timeline is within 30–60 days from offer acceptance; candidates with shorter notice periods or immediate availability will be preferred. The company typically expects the standard contractual notice period to be honored (up to 60 days unless otherwise negotiated). Working hours / shift: Typically 9:30 AM – 6:30 PM with 1-hour lunch break. Working Days: Monday to Saturday (Saturday is generally a half day or per business rota); flexibility required during peak business needs. Travel expectations: Domestic travel up to ~30% for factory and retail visits; occasional overnight travel may be required. Location & relocation: Role is based in Mumbai (Vile Parle East). Relocation assistance may be provided as per company policy. Benefits: Standard statutory and company benefits (PF, ESIC where applicable, gratuity, paid leave, medical insurance, and other benefits as per company policy). Detailed benefits will be shared at offer stage.
Location:
Mumbai (Vile Parle East)
Working Days
: Monday to Saturday
Reporting to :
Group Head HRSkills: hr operations,human resource development,human resource,statutory compliances
