Job Title: AGM – Human Resources

Location: Bengaluru (HO)

and Regular travel to factory at Nellore (Andhra Pradesh)

Position Type: Full Time

Direct Reports: HR teams consisting of Senior Managers, Managers, and executives, at HO (Bangalore), Factory (Nellore), and branches

Reporting To: CFO

About the Role:

KisanKraft is looking for a senior HR leader to head the HR functions end-to-end for corporate, factory, and all 14 Branches — with a strong personal command of: Statutory Compliance, Recruitment, Industrial Relations, Employment Policies, Compensation Models, Professional Development, Morale boosting activities, and other applicable skills.

This is not a policy-only, HO-based leadership role.

AGM HR is required to have a regular presence at the factory (Nellore), direct engagement with labour contractors and statutory bodies, and hands-on involvement in hiring across the whole company, and ensuring smooth and independent operation across different functions within the Company.

AGM HR will lead and upskill the existing HR team while personally driving the harder, more technical parts of the mandate.

What We're Looking For

- 10–15+ years in HR, with senior leadership experience in a manufacturing environment
- Strong personal, hands-on expertise in industrial relations, labour law, and factory/contractual recruitment — this cannot be delegated expertise, the candidate must have first-hand and current knowledge.
- Comfortable operating across both HO (strategic/corporate) and factory floor (operational/compliance) contexts
- Prior experience in agri-equipment, power tools, auto components,



or similar engineering/manufacturing sector strongly preferred

Why This Role

- Full ownership of the HR function for a 500+ employee manufacturing company with pan-India operations.
- Genuine mandate and authority to fix factory hiring and IR practices that have been a persistent gap
- Opportunity to build a function from a robust foundation

Key Responsibilities:

Industrial Relations & Statutory Compliance

- Own end-to-end compliance under new Labor Codes, for example:
- Code on Wages, 2019
- Occupational Safety, Health and Working Conditions Code, 2020
- Code on Social Security, 2020
- Industrial Relations Code, 2020
- PoSH Act (Sexual Harassment of Women at Workplace Act, 2013)
- State Shops and Establishments Acts
- Income Tax Act, 1961 (TDS under Sec 192)
- Professional Tax (PT) Acts
- And other relevant central and state laws/acts/rules.
- You should continuously check and update policies to comply with various acts/laws/codes, for example, but not limited to Minimum Wage, PF, ESI, etc., as they are rolled out by central or state governments.
- You must actively manage relationships with labour contractors; ensure vendor compliance on PF/ESI remittance, wage payment, and licensing.




- Handle liaison with Labour Department, Factory Inspectorate, and other statutory authorities.
- Build grievance redressal mechanisms, standing orders, and disciplinary frameworks for the workforce across the company.
- Proactively flag compliance risk to the Management — not reactively after an inspection.

Recruitment (Corporate + Factory)

- Personally lead the recruitment for:
- HO and 14 Branches: Corporate/white-collar functions e.g., Accounts, Sales, CRM, Administration, IT, Service etc.
- Nellore plant: Warehouse (Finished goods, Spare Parts), and Factory (shop floor operators, supervisors, technicians) Contractual labour
- Build durable sourcing channels for Factory: ITI/polytechnic partnerships, contractor tie-ups and local sourcing networks
- Reduce time-to-fill and rehiring costs
- Track and improve retention

Broader HR Function

- Own the HR function holistically — policy, HR operations, performance management, engagement, and attrition
- Represent HR at the leadership table alongside Sales, IT, Finance, Manufacturing and Operations

Team Leadership

- Lead the HR function across HO, factory and all other 14 Branches
- Assess current team capability honestly, across functions; build a development plan for the existing team rather than defaulting to replacement
- Establish clear ownership between HO-driven corporate HR (policy, L&D;, performance management, the AI upskilling initiative), factory-level HR (IR, compliance, blue-collar recruitment), and across 14 Branches (sales, accounts, service and warehousing)

📌 Human Resource (Asst General Manager) (Bengaluru)
🏢 KisanKraft
📍 Bengaluru