Job Description – HR Manager (Commercial Vehicle Dealership)

Position: HR Manager
Industry: Commercial Vehicles – Trucks, Buses & LCVs
Department: Human Resources
Reports To: Dealer Principal / Managing Director / General Manager
Employment Type: Full-time

1. Job Purpose

The HR Manager will lead the complete HR function for a commercial vehicle dealership, covering Sales, Service, Workshop, Spare Parts, Bodyshop, Administration and support functions. The role will focus on manpower planning, recruitment, employee productivity, engagement, performance management, statutory compliance and retention.

Commercial-vehicle HR roles typically require an understanding of CV sales, after-sales and workshop environments, along with talent acquisition, employee relations and HR operations. (VECV Careers)

2. Key Responsibilities

Manpower Planning & Recruitment

- Prepare manpower plans based on dealership business targets and expansion requirements.
- Recruit employees for:
- Sales & Fleet Sales
- Service Advisors
- Technicians / Mechanics
- Spare Parts
- Bodyshop
- CRM
- Finance & Insurance
- Administration
- Manage sourcing through job portals, consultants, referrals and local recruitment.
- Conduct interviews, reference checks and background verification.
- Build a pipeline of skilled technicians and commercial-vehicle sales professionals.

HR Operations

- Manage joining, induction, employee documentation and personnel records.
- Maintain attendance, leave, shift and employee movement records.
- Coordinate payroll inputs and salary-related HR activities.
- Manage HRMIS/HRMS and monthly HR reports.
- Issue appointment, confirmation, transfer, promotion and separation documents.
- Ensure timely completion of probation and confirmation processes.

3. Commercial Vehicle Dealership-Specific HR Responsibilities

- Understand manpower requirements for truck/bus sales, service, workshop and spare-parts operations.
- Support recruitment of technicians, mechanics and service advisors with appropriate technical skills.
- Coordinate trade tests and technical assessments where required.
- Monitor manpower productivity in workshop and after-sales operations.
- Support OEM training and certification requirements.
- Coordinate manpower requirements during new product launches and business expansion.
- Work closely with Sales,



Service and Parts Heads to improve workforce productivity.

4. Performance Management

- Develop and monitor KRAs/KPIs for dealership employees.
- Conduct monthly/quarterly performance reviews.
- Track employee productivity, absenteeism and attrition.
- Manage probation and confirmation reviews.
- Implement Performance Improvement Plans where required.
- Support management in increments, promotions, transfers and incentive structures.

5. Training & Development

- Identify training requirements for Sales, Service, Parts and support teams.
- Prepare annual and monthly training calendars.
- Coordinate OEM/product/technical training.
- Organise behavioural, customer-service and leadership development programmes.
- Track employee certifications and mandatory training.
- Measure training effectiveness and employee development.

6. Employee Engagement & Retention

- Develop employee engagement and recognition programmes.
- Conduct employee satisfaction/feedback surveys.
- Identify causes of employee attrition and implement retention measures.
- Handle employee grievances and workplace conflicts.
- Promote discipline, teamwork and a customer-focused culture.
- Conduct employee communication meetings and engagement activities.

7. Labour Law & Statutory Compliance

- Ensure compliance with applicable labour laws and statutory requirements.
- Coordinate PF, ESIC, gratuity, bonus, professional tax and other applicable compliances.
- Maintain statutory records and registers.
- Coordinate statutory inspections and audits.
- Ensure compliance with workplace safety, welfare and applicable POSH requirements.
- Coordinate with external HR/legal consultants where required.

8. Employee Relations & Discipline

- Implement HR policies, SOPs and employee code of conduct.
- Handle disciplinary cases, misconduct and absenteeism.
- Conduct investigations and document employee-related cases.
- Issue warning/show-cause letters where required.
- Ensure consistent and fair implementation of company policies.




- Maintain confidentiality of employee information.

9. HR Administration & MIS

- Prepare monthly HR MIS for management.
- Track:
- Headcount
- Manpower vacancies
- Attrition
- Absenteeism
- Recruitment status
- Training
- Payroll
- Employee productivity
- Maintain organisational charts and manpower budgets.
- Control HR-related expenses.
- Maintain accurate employee master data.

10. Key Performance Indicators (KPIs)

- Manpower fulfilment %
- Recruitment turnaround time
- Employee attrition %
- Technician retention %
- Employee absenteeism %
- Joining-to-productivity time
- Training completion %
- Employee productivity
- Performance review completion %
- Employee grievance closure time
- Statutory compliance score
- Employee engagement score
- HR cost per employee

11. Qualification & Experience

- MBA/PGDM in HR, MSW, Labour Welfare or equivalent qualification preferred.
- 5–10 years of HR experience, preferably in an automobile/commercial-vehicle dealership.
- Experience in truck, bus, LCV or automotive after-sales operations is an advantage.
- Strong knowledge of recruitment, employee relations, payroll coordination and labour compliance.
- Experience handling technicians, workshop staff and frontline sales teams preferred.

12. Required Skills

- Strong recruitment and manpower-planning skills
- Employee relations and conflict management
- Labour-law and statutory-compliance knowledge
- HRMS/HRIS and MS Excel
- Performance management
- Training & development
- HR MIS and analytics
- Strong communication and negotiation
- Leadership and stakeholder management
- High confidentiality and professional integrity

13. Ideal Candidate Profile

An experienced HR skilled capable of independently managing end-to-end HR operations for a commercial vehicle dealership, with strong exposure to Sales, Service, Workshop and Spare Parts. The ideal candidate should understand the unique manpower challenges of CV dealerships, particularly technician recruitment and retention, frontline sales productivity, OEM training, employee discipline and statutory compliance. Current commercial-vehicle HR roles similarly emphasise workforce planning, talent acquisition, employee engagement, PMS, payroll and labour-law compliance. (in.indeed.com)

Pay: ₹40,000.00 - ₹60,000.00 per month

Work Location: In person

📌 HR MANAGER (COMMERCIAL VEHICLES : TRUCKS AND BUSES) (India)
🏢 Crowning consulting
📍 India