SENIOR MANAGER – HUMAN RESOURCESJob Description (JD)

Company: Shahnaz Bright Steel Industries Pvt. Ltd.

Department: Human Resources

Designation: Senior Manager – Human Resources

Reports To: Managing Director / CEO

Location: Chennai

Industry: Steel Manufacturing & Trading

Experience: 10–15+ Years

Employment Type: Full Time

1. JOB PURPOSE

To lead and manage the complete Human Resources function across the company's manufacturing, trading, warehouse, sales, and corporate operations. The Senior Manager – HR will be responsible for building a strong, disciplined, accountable, and performance-oriented workforce, while ensuring proper recruitment, employee retention, attendance, payroll coordination, statutory compliance, training, performance management, and implementation of HR systems and SOPs.

1. KEY RESPONSIBILITIESA. HR Planning & Organization

- Develop and implement the company's annual HR plan.
- Prepare manpower requirements department-wise.
- Maintain an approved organization structure and manpower budget.
- Ensure the right person is available for the right position.
- Identify manpower shortages and initiate recruitment.
- Prepare job descriptions and KRAs for all key positions.
- Maintain proper reporting structures and hierarchy.

B. Recruitment & Selection
- Handle recruitment from manpower requirement to joining.
- Develop recruitment sources for factory, sales, accounts, purchase, stores, quality, production, and administration.
- Screen candidates and coordinate interviews with department heads.
- Conduct reference/background verification where required.
- Negotiate salary within approved company budgets.
- Ensure proper joining documentation.
- Maintain recruitment tracker and vacancy status.

C. Employee Onboarding Implement a structured joining process:
- Employee document verification
- Appointment letter
- Company introduction
- Department introduction
- & KRA explanation
- Company rules and policies
- Safety briefing
- Attendance/HRMS registration
- Reporting manager confirmation
- Probation review

1. ATTENDANCE & MANPOWER CONTROL

- Monitor daily attendance and absenteeism.
- Track late coming, early leaving, leave, and unauthorized absence.
- Monitor department-wise manpower availability.
- Prepare daily/weekly manpower reports.
- Identify frequent absenteeism and take corrective action.
- Coordinate shift manpower requirements with Production and Operations.
- Maintain overtime control and approval procedures.

Key Report:

Daily Manpower Report

DepartmentRequiredPresentAbsentShortageOvertimeProductionQualityMaintenanceStoresSalesAccountsAdmin4. PERFORMANCE MANAGEMENT

- Establish KRAs and KPIs for all departments.
- Conduct monthly performance reviews.
- Monitor employee productivity and discipline.
- Coordinate quarterly/annual appraisal process.
- Identify high performers and low performers.
- Develop Performance Improvement Plans (PIP) for underperforming employees.
- Recommend increments, promotions, transfers, and role changes based on performance.

Performance Categories
- Excellent
- Very Good
- Meets Expectations
- Needs Improvement
- Unsatisfactory

1. EMPLOYEE DISCIPLINE

- Ensure implementation of company rules and regulations.
- Handle disciplinary issues professionally and fairly.
- Maintain records of warnings and disciplinary actions.
- Investigate employee complaints and conflicts.
- Control workplace misconduct, absenteeism, insubordination, and policy violations.
- Coordinate with management on serious disciplinary matters.
- Ensure confidentiality of sensitive HR matters.

1. EMPLOYEE RETENTION

- Identify reasons for employee resignation and attrition.
- Conduct exit interviews.
- Prepare monthly attrition reports.




- Identify departments with high employee turnover.
- Recommend corrective actions to management.
- Conduct employee engagement activities.
- Develop retention plans for critical employees.
- Monitor employee satisfaction and workplace issues.

Exit Analysis Every resignation must be categorized:
- Salary
- Better opportunity
- Supervisor/Manager issue
- Work pressure
- Location
- Personal reason
- Career growth
- Attendance/discipline
- Other

1. TRAINING & DEVELOPMENT

Prepare an annual training calendar covering:
- Safety
- Quality
- Technical skills
- Machine operation
- SOP awareness
- ERP/software usage
- Leadership
- Communication
- Customer handling
- Workplace discipline
- Fire & emergency procedures

Maintain proper training attendance and effectiveness records.
1. HRMS / ERP IMPLEMENTATION

- Ensure complete implementation and usage of HRMS.
- Maintain employee master data.
- Monitor attendance through the system.
- Coordinate payroll data with Accounts.
- Maintain leave and permission records.
- Maintain employee documents digitally.
- Implement automated HR reports wherever possible.
- Ensure department heads use the HR system properly.

1. PAYROLL COORDINATION

The Senior Manager – HR will coordinate with Accounts for:
- Attendance data
- Leave
- Overtime
- Salary revisions
- Incentives
- Deductions
- New joiners
- Resignations
- Full & Final Settlement
- Statutory deductions

HR must verify the payroll input before submission to Accounts.
1. HR POLICIES & SOP

Develop, implement, and regularly update HR policies including:
- Recruitment Policy
- Attendance Policy
- Leave Policy
- Late Coming Policy
- Overtime Policy
- Salary Advance Policy
- Travel Policy
- Employee Conduct Policy
- Disciplinary Policy
- Promotion Policy
- Performance Appraisal Policy
- Training Policy
- Transfer Policy
- Resignation & Exit Policy
- Full & Final Settlement SOP
- Employee Grievance Policy

1. STATUTORY COMPLIANCE

Ensure proper HR coordination for applicable statutory requirements, including:
- PF
- ESI
- Professional Tax
- Labour Welfare requirements
- Gratuity
- Bonus
- Minimum wages
- Shops & Establishments / applicable labour regulations
- Factory-related labour compliance
- Contractor labour compliance, wherever applicable

Coordinate with external consultants and statutory professionals wherever required.
1. EMPLOYEE RECORD MANAGEMENT

Maintain complete and updated employee files containing:
- Aadhaar / ID proof
- PAN
- Address proof
- Educational certificates
- Experience certificates
- Bank details
- Appointment letter
- Salary details
- Emergency contact
- Nominee details
- Performance records
- Warning letters
- Training records
- Leave records
- Exit documents

All employee records must be maintained securely and confidentially.
1. HR REPORTING TO MANAGEMENT

The Senior Manager – HR must submit:

Daily

- Attendance report
- Manpower shortage report
- Absenteeism report
- New joiners / exits

Weekly
- Recruitment status
- Vacancy report
- Employee issues
- Overtime summary
- Pending HR actions

Monthly
- Manpower report
- Attrition report
- Recruitment report
- Salary & manpower cost analysis
- Overtime analysis
- Leave analysis
- Training report
- Performance report
- Employee disciplinary report
- HR KPI dashboard

1. KEY HR KPIs





The Senior Manager – HR will be evaluated based on: KPITargetCritical vacancy closureWithin approved timelineEmployee attritionReduce month-on-monthAbsenteeismWithin approved limitAttendance accuracy100%Payroll input accuracy100%Employee documentation100%Training completion>95%Performance appraisal completion100%HR complaints closureWithin defined TATStatutory compliance100%HRMS implementation100%Exit interview completion100%Policy implementation100%15. AUTHORITY The Senior Manager – HR is authorized to:
- Recommend recruitment within approved manpower plans.
- Recommend salary within approved limits.
- Issue HR communications.
- Conduct disciplinary investigations.
- Recommend warnings and corrective actions.
- Recommend employee transfers.
- Recommend promotions and increments.
- Reject incomplete joining documentation.
- Escalate serious employee issues directly to senior management.

Major salary changes, termination, senior-level recruitment, and policy changes require management approval.

1. REQUIRED SKILLS

The candidate should have:
- Solid HR management skills
- Factory/manufacturing HR experience
- Labour law knowledge
- Recruitment expertise
- Employee relations skills
- Performance management experience
- HRMS knowledge
- Payroll coordination experience
- Strong communication skills
- Leadership ability
- Problem-solving ability
- Conflict management skills
- Good documentation skills
- Strong discipline and confidentiality

1. QUALIFICATION

Preferred:

- MBA / PGDM – Human Resources
- MSW – HR
- MA / BBA / B.Com with relevant HR experience

Experience: 10–15+ years of HR experience, preferably with manufacturing / engineering / steel / automotive / industrial companies.

Experience managing both factory and corporate employees will be preferred.

1. PERSONAL ATTRIBUTES

The ideal candidate should be:
- Mature and responsible
- Firm but fair
- Highly disciplined
- Practical and solution-oriented
- Approachable to employees
- Strong in communication
- Confidential in handling sensitive matters
- Data-oriented
- Proactive
- Capable of working independently
- Strong in implementing systems and SOPs

1. FIRST 90-DAY RESPONSIBILITIESFirst 30 Days

- Review existing manpower
- Review organization structure
- Verify employee records
- Review attendance system
- Identify HR gaps
- Identify critical vacancies
- Review employee attrition
- Review existing HR policies

31–60 Days
- Implement HR SOPs
- Complete employee master data
- Establish HR dashboard
- Implement recruitment tracker
- Implement attendance and leave controls
- Start monthly performance review
- Establish exit interview system

61–90 Days
- Complete HRMS implementation
- Implement department-wise KPIs
- Reduce absenteeism
- Establish training calendar
- Establish employee appraisal system
- Submit HR improvement report to management

1. REPORTING STRUCTURE

Managing Director / CEO ↓

Senior Manager – Human Resources

↓

HR Executive / HR Officer

↓

Admin / Time Office / Support Staff The Senior Manager – HR will coordinate closely with:

Production | Operations | Quality | Purchase | Stores | Sales | Dispatch | Accounts & Finance | Maintenance | Admin

1. OVERALL RESPONSIBILITY

The Senior Manager – Human Resources is responsible for creating a professional, disciplined, stable, and performance-driven workforce and ensuring that HR moves from a manual/person-dependent process to a system-driven HR management structure. Success = Right People + Right Job + Right Discipline + Right Performance + Right Retention + Right HR System.

suresh - (phone hidden)

Pay: ₹60,000.00 - ₹65,000.00 per month

Benefits

- Provident Fund

Work Location: In person

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