SENIOR MANAGER – HUMAN RESOURCESStrategic HR, Organization Building, Systems & Performance Management

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. COMPANY GROWTH CONTEXT

Shahnaz Bright Steel Industries Pvt. Ltd. is a growing steel manufacturing and trading organization.

Business Growth:

ParticularTargetPrevious Financial Year Turnover₹74 CroreCurrent Financial Year Target₹85 CroreNear-Term Target₹100 Crore2030 Business Ambition₹1,000 Crore

As the company scales, the organization requires a professional and scalable management structure.

The company is currently in a system-building and transformation stage. Therefore, this position is not a routine HR administration role.

The Senior Manager – HR must be capable of building the HR and organizational management system practically from the ground up.

2. ROLE PURPOSE

The Senior Manager – HR will be responsible for creating a:

SYSTEM-DRIVEN + ACCOUNTABLE + PERFORMANCE-ORIENTED + DISCIPLINED ORGANIZATION

The person will build and implement:

- Organization hierarchy
- Department structures
- Job Descriptions
- Roles & Responsibilities
- KRAs
- KPIs
- SOPs
- HR policies
- Recruitment systems
- Performance management systems
- Training systems
- HRMS processes
- Employee discipline systems
- Management reporting
- Manpower planning
- Succession planning

The candidate must be a hands-on system builder, capable of working from an incomplete/manual environment and converting it into a professional management system.

3. MOST IMPORTANT EXPECTATIONWE ARE NOT LOOKING FOR ONLY AN HR ADMINISTRATOR.

We need a challenging, ambitious and highly practical HR professional who can take ownership of building the organization.

The candidate should be comfortable with:

- Creating systems from zero
- Challenging existing practices
- Questioning inefficient processes
- Establishing accountability
- Introducing discipline
- Creating measurable performance standards
- Handling resistance to change
- Implementing SOPs
- Making managers accountable
- Building teams
- Removing dependency on individuals
- Driving HRMS/ERP adoption
- Reporting directly to senior management

The candidate must have the mindset:

“If the system does not exist, I will build it.”

4. KEY RESPONSIBILITIESA. ORGANIZATION STRUCTURE & HIERARCHY

The Senior Manager – HR shall create and maintain the complete organization structure.

Responsibilities:

- Develop company-wide organization chart
- Develop department-wise hierarchy
- Define reporting relationships
- Define authority levels
- Define decision-making responsibilities
- Identify overlapping responsibilities
- Identify vacant positions
- Identify unnecessary positions
- Define manpower requirements
- Establish succession structure
- Create designation levels
- Establish career progression

Departments may include:

Management | HR | Admin | Accounts & Finance | Sales | Marketing | Purchase | Stores | Production | Quality | Maintenance | Dispatch | Logistics | Operations | MIS | QMS

5. JD – ROLES & RESPONSIBILITIES SYSTEM

The Senior Manager – HR must create a formal JD for every important position.

Each JD must contain:

- Designation
- Department
- Reporting Manager
- Subordinates
- Job Purpose
- Key Responsibilities
- Daily Responsibilities
- Weekly Responsibilities
- Monthly Responsibilities
- Decision-making authority
- KRAs
- KPIs
- Required qualifications
- Required experience
- Required skills
- Behavioural competencies
- Performance standards

No key employee should work without a clearly defined role.

6. KRA & KPI SYSTEM

The Senior Manager – HR will establish a company-wide KRA/KPI framework.

Every department and key employee must have measurable performance indicators.

KPI framework should cover:

- Productivity
- Sales
- Collection
- Cost control
- Quality
- Delivery
- Inventory
- Attendance
- Manpower utilization
- Customer complaints
- Rejection
- Wastage
- Working capital
- Process compliance
- SOP compliance
- Employee performance

Performance cycle:

Daily → Weekly → Monthly → Quarterly → Annual

The HR department must ensure that performance reviews are actually conducted and not merely documented.

7. SOP DEVELOPMENT

The Senior Manager – HR will coordinate with department heads to establish SOPs for critical processes.

Priority SOP areas:

- Recruitment




- Joining
- Attendance
- Leave
- Payroll
- Purchase
- Stores
- Production
- Quality
- Sales
- Dispatch
- Collection
- Customer complaints
- Vendor management
- Credit control
- Inventory
- Maintenance
- Administration
- Employee discipline
- Performance appraisal
- Exit process

The objective is to move the organization from:

PERSON-DEPENDENT → PROCESS-DEPENDENT → SYSTEM-DEPENDENT

8. RECRUITMENT & TALENT ACQUISITION

The Senior Manager – HR shall establish a professional recruitment system.

Responsibilities:

- Manpower planning
- Vacancy approval
- JD preparation
- Recruitment sourcing
- Candidate screening
- Interview coordination
- Salary benchmarking
- Reference verification
- Offer management
- Joining process
- Recruitment tracker
- Recruitment TAT monitoring

Critical vacancies must be tracked until closure.

9. PERFORMANCE MANAGEMENT

Establish a formal performance management system.

Every employee should know:

What is my job?
What am I responsible for?
What target am I expected to achieve?
How will I be measured?
Who will review me?
What happens if I perform well?
What happens if I do not perform?

Implement:

- Monthly performance review
- Quarterly review
- Annual appraisal
- Performance scorecards
- PIP for underperformers
- Promotion criteria
- Increment criteria
- Recognition system
- Succession planning

10. DISCIPLINE & ACCOUNTABILITY

Create a professional culture based on:

Authority + Responsibility + Accountability

The HR Manager must ensure:

- Attendance discipline
- Time discipline
- Reporting discipline
- SOP discipline
- Communication discipline
- Workplace conduct
- Performance accountability
- Corrective action
- Documentation of violations

The objective is not to create fear.

The objective is to create a culture where:

Every person knows what is expected and is accountable for the result.

11. HR SYSTEM & HRMS IMPLEMENTATION

The Senior Manager – HR will be responsible for making HRMS usage mandatory and practical.

Systems should cover:

- Employee master
- Attendance
- Leave
- Payroll inputs
- Recruitment
- Employee documents
- Performance
- Training
- Appraisal
- Exit
- HR reports

Manual records should progressively be reduced.

12. TRAINING & DEVELOPMENT

Create an annual training calendar.

Training areas:

- Technical skills
- Safety
- Quality
- SOP
- ERP/HRMS
- Leadership
- Communication
- Customer handling
- Sales
- Management skills
- Workplace discipline
- Compliance
- Fire & emergency

Training effectiveness must be measured.

13. EMPLOYEE RETENTION

The Senior Manager – HR must actively reduce unnecessary employee turnover.

Every resignation must be analysed.

Reasons should include:

- Salary
- Better opportunity
- Manager issue
- Work pressure
- Location
- Personal reason
- Career growth
- Discipline
- Work environment
- Other

Monthly attrition analysis must be submitted to management.

14. MANAGEMENT REPORTINGDAILY

- Attendance
- Absenteeism
- Manpower shortage
- New joining
- Employee exit
- Critical HR issues

WEEKLY

- Recruitment status
- Vacancy status
- Manpower status
- Employee issues
- Overtime
- Pending HR actions

MONTHLY

- Manpower report
- Recruitment report
- Attrition report
- Salary cost
- Overtime analysis
- Training
- Performance
- Disciplinary issues
- HR KPI dashboard

15. SENIOR MANAGER – HR KRA & KPIKRAKPITargetOrganization StructureDepartment hierarchy completed100%JD SystemKey positions with approved JD100%KRA/KPIKey employees covered100%SOPCritical HR SOP implementation100%RecruitmentCritical vacancy closureWithin approved TATManpower PlanningDepartment manpower plan100%AttendanceAttendance accuracy100%AbsenteeismUnplanned absenteeismWithin approved limitHRMSHRMS implementation100%Employee RecordsComplete documentation100%Payroll InputAccuracy100%TrainingTraining completion>95%AppraisalAppraisal completion100%AttritionEmployee turnoverMonth-on-month improvementExit InterviewCompletion100%DisciplinePolicy implementation100%Employee ComplaintsClosure within TAT>95%Statutory ComplianceCompliance100%HR ReportingReports submitted on time100%System ImplementationApproved HR initiatives completed>95%16.



FIRST 90 DAYS – CRITICAL MANDATEFIRST 30 DAYS – AUDIT & UNDERSTAND

The candidate must:

- Study the complete organization
- Meet all department heads
- Review current manpower
- Review existing hierarchy
- Identify manpower gaps
- Identify critical people dependency
- Review employee records
- Review attendance
- Review recruitment
- Review attrition
- Review existing policies
- Review existing HRMS
- Identify system gaps
- Prepare HR Gap Analysis Report

Deliverable:

“Current Organization – Gap Analysis & 90-Day Action Plan”

DAY 31–60 – BUILD THE SYSTEM

The candidate must start implementing:

- Organization chart
- Department hierarchy
- JDs
- Roles & responsibilities
- KRA/KPI framework
- Recruitment tracker
- HR dashboard
- Attendance controls
- Leave system
- Employee master
- HR policies
- Priority SOPs
- Performance review system

Deliverable:

“HR System Implementation Report”

DAY 61–90 – IMPLEMENT & CONTROL

The candidate must:

- Start monthly performance review
- Implement department KPIs
- Implement HR dashboard
- Implement recruitment system
- Implement training calendar
- Establish employee appraisal process
- Establish disciplinary process
- Improve attendance
- Establish exit analysis
- Complete HRMS implementation priorities
- Present measurable HR improvement results

Deliverable:

“90-Day HR Transformation Report”

17. IDEAL CANDIDATE PROFILE

We need a candidate who is:

Must Have

- 10–15+ years HR experience
- Manufacturing / engineering / steel / automotive / industrial experience preferred
- Strong HR systems experience
- Solid recruitment experience
- Strong employee relations experience
- Experience creating HR policies and SOPs
- Experience creating JDs, KRAs and KPIs
- HRMS/ERP implementation experience
- Factory workforce management experience
- Strong labour law knowledge
- Strong reporting skills

Most Important

The candidate must have organization-building experience.

We prefer someone who has previously joined a company where systems were weak and successfully established:

Structure → People → Process → SOP → KPI → Accountability → System

18. PERSONALITY REQUIREMENT

The ideal candidate should be:

- Challenging
- Bold
- Practical
- System-oriented
- Result-oriented
- Highly disciplined
- Firm but fair
- Independent
- Analytical
- Proactive
- Solid communicator
- Comfortable challenging senior employees
- Comfortable handling resistance
- Strong in implementation
- Not afraid of difficult decisions
- Capable of working without constant supervision

We specifically DO NOT want:

- Only attendance/payroll-focused HR
- Only documentation-focused HR
- Passive HR administrator
- Person who waits for instructions
- Person uncomfortable with change
- Person who avoids difficult employees
- Person who creates policies but does not implement them

We WANT:

A builder.
A challenger.
A system creator.
A people leader.
A performance driver.

19. SUCCESS MEASUREMENT

The success of the Senior Manager – HR will not be measured only by recruitment or attendance.

Success will be measured by whether the company becomes:

More Structured + More Disciplined + More Accountable + More System Driven + More Professional

The ultimate objective is to build an HR and organization structure capable of supporting the company's journey:

₹74 Cr → ₹85 Cr → ₹100 Cr → ₹1,000 Cr by 2030

20. REPORTING STRUCTURE

Managing Director / CEO

↓

Senior Manager – Human Resources

↓

HR Executive / HR Officer

↓

Admin / Time Office / Support Staff

The Senior Manager – HR will work closely with:

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

21. FINAL ROLE EXPECTATION

This position is a TRANSFORMATION ROLE, not simply an HR management position.

The Senior Manager – HR is expected to build the organization's HR foundation practically from scratch and create a scalable system capable of supporting the company's long-term growth.

Core Philosophy:

**RIGHT PERSON

- RIGHT ROLE
- RIGHT SYSTEM
- RIGHT KRA
- RIGHT KPI
- RIGHT DISCIPLINE
- RIGHT ACCOUNTABILITY
- = HIGH-PERFORMANCE ORGANIZATION**

The company is looking for a challenging Senior HR professional who can take ownership, build the system, implement it, measure it and continuously improve it.

Prepared for:
Shahnaz Bright Steel Industries Pvt. Ltd.

Contact: Suresh – +91-XXXXXXXXXX

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

Benefits:

- Provident Fund

Work Location: In person

📌 Senior HR Manager (India)
🏢 SHAHNAZ BRIGHT STEEL INDUSTRIES
📍 India