Job Posting: Head – Corporate HR & Administration

Company: Yash Lasertek India Pvt. Ltd.

Location: Chakan, Pune, Maharashtra

Industry: Sheet Metal Manufacturing / Engineering / Fabrication

CTC: ₹18–24 Lakhs per annum

Experience: 18+ years, preferably in manufacturing

Employment Type: Full-time | On-site

Reporting To: CEO / Board of Directors

About Yash LasertekYash Lasertek India Pvt. Ltd. is a growing engineering and sheet metal manufacturing organization specializing in laser cutting, bending, welding, fabrication, powder coating and assembly, serving leading customers across automotive, industrial equipment, compressors, construction equipment and other engineering sectors.

As the organization enters its next phase of professionalization and growth, we are looking for an experienced Head – Corporate HR & Administration who can build a strong leadership pipeline, strengthen our manpower ecosystem and establish scalable HR systems across the organization.

Role OverviewThe Head – Corporate HR & Administration will have end-to-end responsibility for the organization's people strategy, succession planning, leadership development, recruitment, performance management, contractual manpower, industrial relations, statutory compliance, training & development and administration.

A critical mandate of this position will be succession planning for senior leadership, including developing potential internal successors for the CEO and other key leadership positions. The HR Head will work closely with the CEO and Board to identify high-potential leaders, create Individual Development Plans (IDPs), arrange mentoring and functional exposure, and systematically prepare future leaders to assume larger responsibilities.

The candidate must also have strong knowledge of the Chakan–Pune industrial ecosystem, particularly the availability and management of contractual and skilled manpower.

Key Responsibilities

- CEO & Leadership Succession Planning
- Develop a formal succession planning framework for CEO, CXO and other business-critical leadership positions.
- Work closely with the current CEO and Board to identify potential internal successors for key positions.
- Identify High-Potential Employees (HiPos) capable of taking larger leadership responsibilities.
- Conduct competency and leadership-gap assessments for potential successors.
- Create structured Individual Development Plans (IDPs) for identified candidates.
- Arrange mentoring and coaching of potential successors by the CEO and other senior leaders.
- Provide identified successors with cross-functional exposure across Finance, Operations, Sales, SCM, Quality, HR and Business Development.
- Develop leadership readiness matrices and periodically report succession readiness to the Board.
- Create emergency succession plans for business-critical positions.
- Reduce organizational dependency on individual employees by building a strong second line of leadership.

- Training, Development & Employee Empowerment

- Develop the organization's annual Training & Development calendar based on competency and skill-gap analysis.
- Establish functional, technical, behavioural and leadership development programs.
- Develop future Plant Heads, Functional Heads and Business Leaders internally wherever feasible.
- Establish mentoring, coaching and cross-functional learning programs.
- Develop training effectiveness measurement systems instead of limiting HR to training attendance records.
- Create an environment where employees are given appropriate authority,



accountability and decision-making responsibility.
- Build competency matrices for critical functions and employees.
- Establish career development and internal promotion frameworks.

- Contractual Labour & Manpower Management

- Take complete ownership of contractual manpower availability across manufacturing operations.
- Develop a strong network of reliable manpower contractors within Chakan, Bhosari, Talegaon, Ranjangaon and the wider Pune industrial belt.
- Ensure continuous availability of skilled and semi-skilled manpower including:
- Welders
- Fabricators
- Fitters
- Machine operators
- Helpers
- Powder-coating manpower
- Material-handling personnel
- Other production manpower
- Develop multiple manpower sources to eliminate dependency on a single contractor.
- Establish manpower planning based on production requirements and projected business volumes.
- Maintain optimum manpower levels without compromising production.
- Monitor contractor rates, productivity, absenteeism, overtime, attrition and manpower cost.
- Ensure contractors comply with all applicable statutory requirements.
- Develop contingency plans so that manpower shortages do not disrupt production or customer deliveries.

- Recruitment, Selection & Workforce Planning

- Lead end-to-end recruitment for senior management, functional leadership, white-collar, blue-collar and contractual positions.
- Develop annual manpower budgets linked to business and production plans.
- Build a strong local talent pipeline for manufacturing and engineering positions.
- Reduce recruitment lead time for critical positions.
- Introduce structured competency-based interviewing and candidate assessment.
- Conduct proper reference and background verification for critical appointments.
- Maintain succession and replacement plans for critical positions.
- Ensure the company hires for competence, performance and cultural alignment, rather than simply filling vacancies.

- Performance Management, Accountability & Separation

- Establish a measurable KRA/KPI-based Performance Management System across functions.
- Align individual and departmental KPIs with company objectives including:
- Revenue
- EBITDA
- Cost reduction
- Productivity
- OEE
- Quality
- Delivery
- Inventory
- Customer satisfaction
- Establish structured quarterly and annual performance reviews.
- Identify consistently high-performing employees and create growth/retention plans.
- Identify persistent underperformance and implement structured Performance Improvement Plans (PIPs).
- Take appropriate decisions regarding confirmation, promotion, transfer, redeployment or separation based on performance and organizational requirements.
- Handle employee exits and disciplinary actions professionally and in compliance with applicable law and company policy.

- Industrial Relations & Statutory Compliance

- Take responsibility for labour-related statutory compliance across plants.
- Maintain knowledge of applicable labour laws, Factory Act requirements and employment regulations.
- Ensure compliance relating to:
- Contract Labour
- PF
- ESIC
- Gratuity
- Bonus
- Minimum wages
- Professional Tax
- Shops/Factories requirements
- POSH
- Working hours and overtime




- Contractor documentation
- Applicable apprenticeship / NAPS requirements
- Maintain statutory registers, licences and documentation required for audits and inspections.
- Coordinate with labour authorities and government departments whenever required.
- Handle grievances, disciplinary matters and industrial relations proactively.
- Maintain a healthy and disciplined employer-employee environment.

- Employee Engagement & Retention

- Develop strategies to retain high-performing and critical employees.
- Track attrition by department, grade and reason.
- Conduct structured exit interviews and identify recurring organizational issues.
- Establish employee recognition and reward systems.
- Improve communication between management and employees.
- Conduct periodic employee engagement and satisfaction initiatives.
- Identify critical talent at risk and proactively develop retention plans.

Candidate Profile

- MBA / PGDM in Human Resources / Personnel Management / Industrial Relations from a reputed institution.
- Bachelor's degree from a recognized university.
- 18+ years of progressive HR experience, preferably in engineering, automotive components, sheet metal, fabrication or industrial manufacturing.
- Minimum 5 years in a senior HR leadership position such as HR Head, Plant HR Head, Corporate HR Head or GM-HR.
- Robust experience managing a significant contractual and blue-collar workforce.
- Strong working knowledge of labour laws, statutory compliance and industrial relations.
- Demonstrated experience in succession planning and leadership development.
- Proven experience recruiting and developing senior management personnel.
- Strong understanding of performance management, KRAs, KPIs and competency frameworks.
- Experience handling difficult performance management, disciplinary and separation decisions.
- Must possess strong familiarity with the Chakan/Pune manufacturing ecosystem and local manpower market.
- Existing relationships with credible manpower contractors in the Chakan/Pune industrial belt will be a significant advantage.
- Experience in a family-owned business transitioning toward professional management would be highly desirable.

Key CompetenciesThe successful candidate should demonstrate:
- Strong people judgment and ability to identify leadership potential.
- Ability to develop successors rather than relying exclusively on external hiring.
- Strong understanding of manufacturing manpower dynamics.
- Excellent knowledge of contractual labour and statutory compliance.
- Solid negotiation and industrial relations capability.
- Ability to challenge senior management constructively when required.
- High confidentiality and professional integrity.
- Strong execution and follow-up discipline.
- Data-driven decision making.
- Ability to balance employee development with performance accountability.
- Strong communication with employees ranging from shop-floor workers to the CEO and Board.

What We Offer
- CTC: ₹18–24 Lakhs per annum, depending on experience and capability.
- Direct interaction with the CEO, Promoters and Board.
- Opportunity to build the organization's HR and leadership-development architecture.
- Significant authority and ownership over people strategy.
- Opportunity to play a central role in professionalizing and scaling a growing manufacturing organization.

How to ApplyInterested candidates may share their CV with [email protected] with the subject:

Application – Head, Corporate HR & Administration | Yash Lasertek India Pvt. Ltd.

📌 Corporate Human Resources (Chakan)
🏢 Yash Lasertek India
📍 Chakan