Key Responsibilities

A. HR Strategy, Organisation Design & Governance

- Translate business growth, capacity and market plans into a multi-year people strategy, manpower plan and HR operating roadmap.
- Review and strengthen organisation structures, spans of control, reporting lines, job architecture, grades, role clarity and decision rights across corporate and operating functions.

• Establish practical HR policies, standard operating procedures, approval matrices, service standards and an enterprise HR scorecard.
- Present workforce insights, people risks, succession priorities and HR investments to the Chairman and Directors with clear recommendations.

B. Workforce Planning & Talent Acquisition
- Build demand-based workforce plans for manufacturing shifts, maintenance, quality, procurement, warehousing, logistics, sales, distribution and corporate functions.
- Lead recruitment for senior leadership, critical technical roles, plant positions, commercial teams and corporate functions with defined selection standards and turnaround times.
- Develop sustainable pipelines through referrals, local institutions, campuses, apprenticeships, specialist agencies and targeted market mapping.
- Strengthen joining conversion, onboarding, probation reviews and early-tenure retention, especially for plant and market facing roles. • Create disciplined governance for contract labour and other contingent workforce categories in partnership with operations and compliance teams.

C. Performance, Rewards & Workforce Productivity
- Implement a clear KRA / KPI-based performance management system with annual goal setting, periodic reviews, calibration and differentiated outcomes. • Align performance measures with business priorities such as production, yield, quality, cost, service levels, sales growth, margins, collections and customer satisfaction. • Review compensation structures, benefits, wage practices, incentives and recognition programmes to support attraction, retention, affordability and internal equity. • Monitor manpower cost, labour productivity, overtime, absenteeism, shift deployment and workforce utilisation, and drive corrective action with line leaders.

D. Plant HR, Employee Relations & Industrial Relations
- Provide strong HR leadership to manufacturing locations and establish consistent practices for attendance, shifts, leave, discipline, grievance handling, welfare and employee communication. • Maintain constructive employee relations, identify emerging concerns early and advise management on fair, timely and well-documented resolution. • Ensure disciplined investigation and due process for misconduct, performance, attendance and workplace behaviour matters. • Strengthen contractor governance, worker engagement and frontline supervisor capability in partnership with Plant, Operations and EHS leaders. • Oversee employee welfare arrangements such as canteen, transport, uniforms, amenities and other location-specific provisions as applicable.

E. Statutory Compliance, Ethics & People Risk
- Ensure compliance with applicable central and state labour and employment requirements, factory-related obligations, contractor compliance,



social security, wages, working time, leave and workplace standards. • Maintain accurate statutory records, licences, registers, returns, contractor documentation and audit evidence across locations. • Strengthen POSH, code of conduct, grievance, whistleblower, disciplinary and ethics processes with clear awareness and response mechanisms. • Partner with Legal, EHS, Quality and Operations on inspections, audits, incident response and workforce-related risk mitigation. • Support mandatory capability and behaviour programmes connected with hygiene, food safety, GMP, quality, safety and responsible workplace conduct.

F. Learning, Leadership Development & Succession
- Create role-based competency frameworks and skill matrices for operators, technicians, supervisors, managers and leadership roles. • Build annual learning plans covering technical capability, quality and food-safety awareness, safety, supervisory effectiveness, commercial capability and leadership development. • Institutionalise induction, role certification, refresher training and effectiveness measurement for critical workforce groups. • Lead talent reviews, succession planning, career paths and development actions for business-critical and hard-to-replace roles.

G. Culture, Engagement & Communication
- Embed a culture of quality, integrity, customer focus, accountability, collaboration and respect across corporate, plant and market teams. • Create a consistent employee communication rhythm through town halls, leadership connects, shop-floor forums, recognition and feedback mechanisms. • Use engagement and retention data to address location-specific or employee-segment concerns with practical action plans. • Strengthen the employer brand and employee value proposition for manufacturing, technical, commercial and leadership talent.

H. HR Operations, Digitalisation & Analytics
- Strengthen end-to-end HR operations covering employee master data, attendance, leave, payroll inputs, letters, benefits, transfers, confirmations, exits and records. • Implement or optimise HRMS and digital workflows to improve data accuracy, employee service, control, auditability and management visibility. • Publish regular dashboards on headcount, vacancies, hiring, attrition, absenteeism, overtime, manpower cost, productivity, learning, performance and compliance. Chennai Rice Industries India Private Limited | • Define service-level standards and controls for payroll, employee queries, documentation and statutory submissions.

I. HR Leadership & Business Partnership
- Build, organise and mentor an effective HR team with clear ownership across corporate HR, plant HR, talent acquisition and HR operations. • Act as a trusted advisor to the Chairman,



Directors and functional leaders, combining commercial understanding with independent professional judgement. • Coach line managers to own people decisions, performance, conduct, capability and engagement rather than treating them as HR-only responsibilities. • Lead change with firmness and empathy, preserving the company's entrepreneurial strengths while introducing scalable systems and accountability.

Desired Candidate Profile

Educational Qualifications

- Full-time postgraduate qualification in Human Resources, Personnel Management, Industrial Relations, Social Work or Labour Management from a recognised institution. • Additional qualification or certification in labour law, industrial relations, organisation development or HR analytics will be an advantage.

Experience • 18+ years of progressive HR experience, including at least 5 years in a Head HR, GM HR, senior Plant HR / IR or equivalent leadership role.
- Proven experience building or strengthening HR systems across manufacturing operations and corporate functions.
- Hands-on exposure to blue-collar, technical, supervisory, managerial, sales and contract workforce categories.
- Demonstrated ability to advise promoters / Directors while also engaging credibly with plant employees and frontline managers.

Preferred Industry Exposure • Robust preference for food processing, FMCG, agri-products, consumer goods or another process / continuous manufacturing environment. • Experience in a multi-location, distribution-led and promoter-managed growth organisation will be highly relevant. • Candidates should demonstrate practical understanding of plant HR, workforce productivity and statutory compliance, not only corporate HR experience.

Functional / Technical Competencies • HR strategy, organisation design, manpower planning, talent acquisition, performance management, compensation and benefits, learning and succession.

- Strong plant HR, employee relations, industrial relations, disciplinary process and labour-compliance capability.
- HR policy and SOP design, HRMS implementation, payroll governance, HR analytics and management reporting.
- Ability to link workforce measures with production, quality, supply chain, sales, cost and customer outcomes.
- Sound investigation, documentation, change management and stakeholder communication skills.

Leadership / Behavioural Competencies • Business-minded HR leader with high integrity, courage and credibility across promoters, leaders, managers and employees.

- Firm and fair approach to standards, performance, discipline and compliance.
- Hands-on execution orientation combined with the ability to design long-term systems and organisation capability.
- Strong influencing, negotiation, conflict resolution and coaching skills.
- Resilient, pragmatic and comfortable leading change in a fast-growing, evolving environment.

Language & Mobility • Strong written and spoken English and Tamil are essential; working knowledge of Hindi will be an advantage. • Willingness to travel frequently to manufacturing, warehouse and market locations and spend meaningful time with frontline teams.

📌 Head Human Resource (Perundurai)
🏢 Brightspan Advisors Chennai
📍 Perundurai