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Human Resources Generalist

0 years

0 Lacs

mumbai metropolitan region

Posted:20 hours ago| Platform: Linkedin logo

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Skills Required

training management retention design support recruitment engagement drive creativity recognition communication manufacturing tracking efficiency dispatch qc leadership payroll compliance contracts reporting escalation metrics

Work Mode

On-site

Job Type

Full Time

Job Description

Role Overview

strategic partner

Key Responsibilities

1. 

Talent Acquisition & Workforce Planning

  • Plan and execute hiring across factory, retail stores, design, and support roles.
  • Develop job descriptions, interview frameworks, and recruitment pipelines.
  • Onboard new hires with brand induction and role-specific training.
2. 

Employee Engagement & Culture

  • Drive initiatives to maintain Hatsu’s culture of creativity, craftsmanship, and excellence.
  • Organize staff engagement and recognition programs.
  • Ensure strong communication between design, sales, and manufacturing teams.
3. 

Performance Management

  • Implement KPI-driven performance tracking for each department:

  • Retail

    : sales conversion, revenue targets.

  • Factory

    : quality, efficiency, timelines.

  • Dispatch/Logistics

    : delivery accuracy and speed.
  • Conduct quarterly reviews and link incentives to performance.
4. 

Training & Development

  • Design training modules for sales teams (customer experience, storytelling).
  • Upskill factory teams on QC, efficiency, and new processes.
  • Provide leadership training to department heads.
  • Standardize SOP training across functions.
5. 

Policy, Payroll & Compliance

  • Ensure timely payroll for all staff (factory & stores).
  • Manage attendance, overtime, and leave systems.
  • Ensure compliance with labor laws and health & safety regulations.
  • Draft and update HR policies, contracts, and agreements.
6. 

Organizational Development

  • Support scale-up plans (3× production, new stores).
  • Create a clear hierarchy and reporting system across departments.
  • Build grievance redressal and escalation processes.
  • Advise leadership on HR metrics: attrition, hiring needs, workforce cost, morale.


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