Role & responsibilities

1. Organization Structure &
- Manpower Optimization

- Review and continuously improve the organizational structure across all functions and business units.

- Define clear reporting relationships, roles, responsibilities, and spans of control.

- Ensure optimum utilization of manpower across plants, departments, and offices.

- Identify duplication of work, manpower gaps, and organizational inefficiencies.

- Recommend restructuring initiatives to improve productivity and accountability.

1. Leadership Development &
- Succession Planning

- Develop second-line leadership across the organization.

- Identify high-potential employees and create development plans for future leadership roles.

- Work closely with functional heads to build stronger management capabilities.

- Create succession plans for critical positions.

1. Performance Management &
- Accountability

- Strengthen KRAs, KPIs, and performance review systems across the company.

- Ensure every employee has clearly defined objectives and measurable outcomes.

- Drive a culture of ownership, accountability, and performance.

- Support management in reviewing departmental effectiveness and productivity.

1. Change Management &
- Organizational Development

- Act as a facilitator for organizational transformation and professionalization initiatives.

- Support implementation of recent systems, processes, reporting structures, and management practices.

- Help employees adapt to organizational changes through communication and engagement.

- Build alignment between company goals and employee objectives.

1. Talent Development &
- Training

- Identify capability gaps across departments.

- Develop annual training and development plans.

- Establish programs for management trainees, supervisors, middle management, and senior leadership.

- Promote continuous learning and skill enhancement throughout the organization.

1. Culture Building &
- Employee Engagement

- Help create a positive,



disciplined, and performance-oriented work culture.

- Strengthen communication between management and employees.

- Promote organizational values, teamwork, collaboration, and employee development.

- Improve employee engagement, retention, and workplace satisfaction.

1. Industrial Relations &
- Labour Management

- Provide strategic guidance on labour relations and industrial relations matters.

- Maintain healthy relationships with workers, unions, and labour representatives wherever applicable.

- Advise management on labour law compliance and workforce-related risks.

- Support plant management in handling sensitive labour issues and workforce challenges.

1. HR Governance &
- Policy Framework

- Review and strengthen HR policies, systems, and governance mechanisms.

- Ensure HR practices support business growth and long-term organizational objectives.

- Guide the HR team on best practices while maintaining practical and business-oriented approaches.

1. Talent Acquisition &
- Organizational Capability Building

- Continuously identify talent gaps across functions and business units and proactively develop plans to strengthen the organization.

- Build and maintain a strong external network of industry professionals, consultants, recruitment partners, educational institutions, and potential future leaders.

- Constantly scan the market for high-potential talent who can strengthen the companys leadership pipeline and future growth plans.

- Work with business heads to identify current and future manpower requirements arising from expansion,



diversification, succession planning, and organizational restructuring.

- Drive recruitment of key managerial, technical, commercial, and leadership positions.

- Develop a talent pipeline so that critical positions can be filled quickly with quality candidates.

- Ensure that the company consistently attracts, develops, and retains high-calibre professionals.

Strategic Partner to the Chairman

- Act as a trusted advisor to the Chairman on all people, leadership, organization, culture, and capability-related matters.

- Provide independent assessments of organizational strengths, weaknesses, talent gaps, succession risks, and leadership effectiveness.

- Assist the Chairman in building a high-performance organization capable of supporting the companys long-term growth ambitions.

- Work closely with departmental heads to ensure that people, structure, and accountability remain aligned with business objectives.

- Serve as a catalyst for organizational excellence, leadership development, and continuous improvement across the company.

Preferred candidate profile

- MBA / PGDM in Human Resources from a reputed institution.

- Minimum 10 years of relevant HR experience, preferably 15–25 years.

- Age preferably between 40 and 50 years.

- Strong exposure to manufacturing organizations.

- Experience working with both corporate office and plant operations.

- Sound knowledge of labour laws, industrial relations, and workforce management.

- Proven experience in organizational development, change management, leadership development, and performance management.

- Ability to work closely with promoters, senior management, and functional heads.

- Strong leadership, communication, influencing, and stakeholder management skills.

- Stable career history with long tenures in previous organizations. Candidates with frequent job changes will not be considered.

📌 Head Human Resource (Kolkata)
🏢 Red Envelope Consultants
📍 Kolkata