JOB DESCRIPTION VICE PRESIDENT – HUMAN RESOURCES

Company: Paramount Textile Mills Private Limited
Department: Human Resources and Administration
Position: Vice President – Human Resources
Location: Madurai, Tamil Nadu
Reports To: Managing Director
Functional Reporting: Board of Directors / Executive Management
Employment Level: Senior Management

1. Role Purpose

The Vice President – Human Resources shall provide strategic leadership for the complete Human Resources function of Paramount Textile Mills Private Limited and its associated manufacturing operations.

The incumbent will be responsible for developing a competent, disciplined, productive and engaged workforce capable of supporting the Company’s expansion, operational excellence and long-term growth objectives. The role covers workforce planning, talent acquisition, employee relations, industrial relations, statutory compliance, performance management, learning and development, compensation, employee welfare, organisational development and HR administration.

The Vice President – HR shall serve as a strategic adviser to the Managing Director and senior leadership team while ensuring that the Company maintains a fair, professional, compliant and performance-driven work culture.

2. Key Duties and ResponsibilitiesA. HR Strategy and Leadership

- Develop and implement a comprehensive HR strategy aligned with the Company’s business plans, capacity expansion and long-term vision.
- Translate organisational objectives into manpower, capability-development and succession plans.
- Advise the Managing Director and senior management on organisational structure, workforce productivity, leadership development and employee-related risks.
- Establish HR policies, systems and standard operating procedures across all factories, offices, hostels and business units.
- Prepare the annual HR operating plan and departmental budget.
- Provide regular workforce and HR performance reports to management.
- Build a culture founded on discipline, merit, accountability, dignity, collaboration and continuous improvement.

B. Organisation and Manpower Planning

- Develop short-term and long-term manpower plans for spinning, weaving, processing, made-ups, quality, maintenance, utilities, administration, marketing and corporate functions.
- Review department-wise staffing levels, workloads and productivity.
- Establish scientifically determined manpower norms for production and support departments.
- Identify surplus, shortage and skill-gap areas and recommend appropriate corrective measures.
- Support new projects and factory expansions through timely manpower mobilisation.
- Develop organisation charts, reporting structures, job descriptions and authority matrices.
- Ensure that manpower costs remain aligned with production, turnover and profitability targets.

C. Recruitment and Talent Acquisition

- Lead recruitment for senior management, technical professionals, supervisors, staff, operators, trainees and workmen.
- Establish reliable recruitment channels through colleges, ITIs, employment agencies, community networks and direct hiring programmes.
- Ensure proper screening, reference verification, background checks and medical fitness assessments.
- Develop structured interview, selection, appointment and induction procedures.
- Reduce recruitment lead time while maintaining the required standards of competence and integrity.
- Monitor employee turnover and implement retention measures for critical positions and specialised skills.
- Build a strong employer brand capable of attracting talent to the Company’s manufacturing locations.

D. Performance Management

- Design and administer a transparent performance-management system linked to business objectives.
- Establish role-specific Key Result Areas and Key Performance Indicators for all managerial and staff positions.
- Facilitate annual goal setting, mid-year reviews and year-end performance appraisals.
- Ensure performance evaluations are evidence-based, consistent and free from bias.
- Link increments, promotions, incentives and career advancement to performance, competence and organisational requirements.
- Introduce Performance Improvement Plans for employees who do not meet expected standards.
- Build a culture in which managers provide regular feedback, coaching and recognition.

E. Learning, Training and Development

- Conduct periodic training-needs assessments across all departments.
- Prepare and implement the annual learning and development calendar.
- Develop technical, behavioural, supervisory, managerial and leadership-development programmes.
- Establish structured induction and on-the-job training for recent employees and workmen.
- Coordinate with machinery suppliers, technical institutes, SITRA, colleges and external experts for specialised programmes.
- Develop multi-skilling and skill-certification programmes for production employees.
- Create a leadership pipeline and succession plan for critical managerial and technical roles.
- Measure the operational impact and return on investment of training initiatives.

F. Industrial Relations and Employee Relations

- Maintain harmonious and constructive relations between management, employees, workmen, unions and worker representatives.
- Anticipate and resolve grievances, disciplinary issues and workplace conflicts promptly and fairly.
- Conduct domestic enquiries and disciplinary proceedings in accordance with law and principles of natural justice.
- Advise departmental heads on employee relations, misconduct, absenteeism, performance and disciplinary matters.
- Lead negotiations and settlements concerning wages, productivity, service conditions and other employment matters.
- Develop early-warning mechanisms for industrial-relations risks.
- Prevent disruptions to production by maintaining effective communication and employee engagement.




- Represent the Company before labour authorities, conciliation officers and other government bodies whenever required.

G. Labour Law and Statutory Compliance

- Ensure complete compliance with all applicable central and state labour laws, rules and regulations.
- Oversee compliance relating to factories, wages, social security, provident fund, employee state insurance, gratuity, bonus, maternity benefits, contract labour, standing orders, industrial relations and workplace safety.
- Monitor legislative changes and advise management on their organisational and financial implications.
- Ensure that statutory registers, licences, returns, notices and records are accurate and submitted within prescribed timelines.
- Conduct regular internal labour-compliance audits across all locations.
- Coordinate inspections and correspondence with government departments and regulatory authorities.
- Ensure full compliance by contractors, manpower suppliers and service providers.
- Work closely with legal advisers on employment disputes, litigation and regulatory matters.

H. Compensation, Benefits and Payroll Governance

- Develop equitable and competitive compensation structures for workmen, staff and management.
- Conduct periodic salary benchmarking against relevant textile and manufacturing industries.
- Recommend annual increments, promotions, incentive schemes and retention arrangements.
- Ensure accuracy, confidentiality and timely processing of payroll.
- Establish appropriate checks for attendance, overtime, leave, deductions, incentives and statutory contributions.
- Design productivity-linked incentive programmes without compromising quality or safety.
- Review employee benefits, insurance, retirement benefits and welfare schemes.
- Control manpower costs and provide detailed variance analysis to management.

I. Employee Engagement, Welfare and Retention

- Develop programmes that improve employee morale, engagement and organisational commitment.
- Conduct employee surveys, grievance meetings, town halls and departmental interactions.
- Establish reliable grievance-redressal mechanisms with defined response timelines.
- Improve working and living conditions in factories, canteens, hostels and transportation facilities.
- Oversee employee welfare initiatives, medical support, sanitation, nutrition, transportation and recreational activities.
- Pay particular attention to the safety, dignity and welfare of women employees and migrant workers.
- Develop recognition programmes for attendance, productivity, innovation, quality, long service and exemplary conduct.
- Analyse attrition, absenteeism and exit-interview findings and implement corrective measures.

J. Women Workforce, Hostels and Social Welfare

- Develop recruitment, retention and career-development programmes for women employees.
- Ensure safe transportation, secure accommodation and appropriate welfare facilities.
- Oversee hostel administration, wardens, food quality, hygiene, security and grievance systems.
- Ensure strict compliance with prevention of sexual harassment requirements.
- Strengthen the Internal Committee and ensure awareness, confidentiality and timely handling of complaints.
- Promote equal opportunity, non-discrimination and respectful workplace practices.
- Establish clear safeguarding standards for young workers, trainees and vulnerable employees.

K. HR Systems, Analytics and Digitalisation

- Implement and maintain an integrated Human Resource Management System.
- Ensure the accuracy and security of employee master data, attendance, leave, payroll and personnel records.
- Develop management dashboards covering:
- Total workforce and vacancies
- Recruitment and joining status
- Attrition and retention
- Absenteeism and overtime
- Labour productivity
- Manpower cost
- Training completion
- Grievances and disciplinary cases
- Statutory compliance
- Diversity and women employment
- Employee welfare and hostel performance
- Use workforce analytics to support evidence-based management decisions.
- Ensure appropriate confidentiality and protection of employee information.

L. Culture and Organisational Development

- Define and reinforce the Company’s values and expected leadership behaviours.
- Support organisational restructuring, expansion and change-management initiatives.
- Improve communication between management, supervisors and employees.
- Develop programmes promoting teamwork, innovation, customer orientation and operational excellence.
- Assist senior leaders in building high-performing departmental teams.
- Identify cultural or behavioural barriers affecting productivity and recommend corrective actions.
- Build a skilled management culture while respecting the Company’s heritage and values.

M. ESG, Ethical Trade and Customer Compliance

- Support compliance with customer social-audit requirements and recognised ethical-trade standards.
- Coordinate HR-related requirements for Fair Trade, GOTS, BCI and other customer or sustainability certifications.
- Ensure compliance concerning working hours, wages, freedom of association, non-discrimination, child labour, forced labour and workplace dignity.
- Prepare facilities and employment records for customer, certification and social-compliance audits.
- Ensure timely closure of audit observations and corrective-action plans.
- Promote responsible employment practices throughout the Company and its authorised contractors.

N. Health, Safety and Workplace Well-being

- Work with factory,



safety and medical teams to strengthen occupational health and workplace safety.
- Ensure all employees receive appropriate safety induction and periodic refresher training.
- Review accidents, near misses, occupational illnesses and unsafe behavioural trends.
- Promote programmes covering physical health, mental well-being, ergonomics, nutrition and preventive healthcare.
- Ensure that employee deployment considers medical fitness and workplace risk.
- Participate in emergency-preparedness, evacuation and crisis-management planning.

O. Administration and Security Oversight

Where included within the position’s scope, the Vice President – HR shall also:

- Supervise factory and corporate administration.
- Oversee security, access control, visitor management and employee transportation.
- Monitor canteens, hostels, housekeeping, uniforms and general employee facilities.
- Establish administrative service standards and cost-control systems.
- Ensure effective coordination between HR, administration, security and production departments.

3. Decision-Making Authority

The Vice President – HR shall have authority, within approved policies and budgets, to:

- Initiate recruitment for approved positions.
- Recommend appointments, salary revisions, promotions and transfers.
- Approve routine HR and administrative expenditure within the delegated authority.
- Issue HR policies, circulars and procedures with management approval.
- Initiate disciplinary proceedings and domestic enquiries.
- Engage approved recruitment, training, legal and HR service providers.
- Recommend workforce restructuring and organisational changes.
- Escalate reliable compliance, ethical, safety or industrial-relations risks directly to the Managing Director.

4. Key Performance Indicators

Performance shall be evaluated against measurable indicators including:

- Availability of manpower against approved requirements
- Recruitment turnaround time
- Employee attrition and critical-talent retention
- Absenteeism and overtime levels
- Labour productivity and manpower cost per unit
- Payroll accuracy and timeliness
- Training hours and improvement in employee competence
- Succession coverage for critical roles
- Employee engagement and grievance-resolution levels
- Number and severity of industrial-relations disputes
- Closure of disciplinary cases within defined timelines
- Statutory compliance with no major violations or penalties
- Social-audit performance and timely closure of non-conformities
- Reduction in workplace accidents and unsafe practices
- Effectiveness of hostels, transportation and employee welfare facilities
- Percentage of women employees and their retention
- Implementation of HR digitalisation and management dashboards

5. Educational Qualifications

- Postgraduate degree or MBA in Human Resources, Personnel Management, Industrial Relations or a related discipline.
- A qualification in Labour Law will be highly desirable.
- Professional certification in HR, industrial relations, organisational development or labour compliance will be an added advantage.

6. Experience Requirements

- A minimum of 18–25 years of progressive HR experience.
- At least 7–10 years in a senior HR leadership position.
- Substantial experience in textiles, garments, engineering or another labour-intensive manufacturing industry.
- Demonstrated expertise in industrial relations, labour law, large-scale recruitment, workforce productivity and factory HR administration.
- Experience managing multi-location operations and a large workforce is preferred.
- Familiarity with international customer social-compliance and sustainability audits is desirable.

7. Competencies and Personal Attributes

The successful candidate must demonstrate:

- Strategic thinking and commercial understanding
- Strong leadership and team-management capability
- High personal integrity and professional confidentiality
- Sound knowledge of labour laws and industrial relations
- Strong negotiation and conflict-resolution skills
- Ability to communicate effectively with workers, supervisors and senior leadership
- Decisiveness combined with fairness and empathy
- Strong analytical and problem-solving capability
- Ability to manage organisational change and expansion
- High standards of discipline, accountability and follow-through
- Proficiency in HR systems, workforce analytics and management reporting
- Fluency in English and Tamil; knowledge of additional languages would be advantageous

8. Key Internal Relationships

The Vice President – HR shall work closely with:

- Managing Director and Board of Directors
- Chief Operating Officer
- Business and Unit Heads
- Factory and Production Heads
- Finance and Accounts
- Legal and Secretarial Departments
- Compliance, Sustainability and Quality Teams
- Safety, Security and Medical Departments
- Departmental managers, supervisors, staff and workmen

9. Key External Relationships

The position shall maintain professional relationships with:

- Labour and factory authorities
- Government departments and statutory bodies
- Legal advisers and consultants
- Recruitment agencies and manpower contractors
- Universities, colleges and Industrial Training Institutes
- Training organisations and industry associations
- Certification agencies, auditors and customers
- Insurance, welfare and employee-benefit service providers

10. Overall Accountability

The Vice President – Human Resources shall be accountable for creating a legally compliant, ethically responsible, productive and employee-focused organisation. The incumbent must ensure that Paramount Textile Mills Private Limited has the right people, in the right positions, with the right capabilities and motivation to achieve its production, quality, profitability, expansion and long-term business objectives.

Pay: ₹1,000,000.00 - ₹2,500,000.00 per year

Benefits:

- Cell phone reimbursement
- Health insurance
- Leave encashment
- Life insurance
- Paid sick time

Work Location: In person

📌 Vice President - HR (Tiruppur)
🏢 Paramount Textile Mills (P
📍 Tiruppur