- Role PurposeTo build a performance-driven organisation by ensuring the right people, in the right roles, with clear JDs and KPIs, effective deployment, continuous capability improvement, visible accountability and a strong sense of ownership—supported by disciplined HR systems and 100% statutory compliance.
- Core Ownership• Organisation & resource design: Translate business plans into organisation structure, manpower budget, skill requirements, succession priorities and a rolling deployment plan.
- JD and KPI governance: Ensure every role has a current outcome-based JD, measurable KPI scorecard, clear reporting line, decision rights and review cadence.
- Performance management: Run monthly performance reviews, identify performance gaps, drive coaching/PIP/redeployment and ensure recognition or consequence follows evidence.
- Talent acquisition & deployment: Build quality pipelines, select for role and culture fit, reduce vacancy risk, and confirm 30/60/90-day effectiveness after joining.
- Culture & accountability: Embed commitments, ownership, disciplined follow-through, transparent feedback and manager accountability across functions and levels.
- Capability & leadership pipeline: Maintain skill matrices, training plans and critical-role successors; measure application and business impact, not training hours alone.

People analytics: Provide one digital people dashboard covering sanctioned vs actual manpower, vacancies, hiring TAT, attrition, attendance, overtime, cost, performance, training, grievances and compliance

- Mandatory HR, Plant & Compliance Controls• Statutory compliance: Ensure 100% compliance and evidence for applicable labour laws, Factories requirements, PF/ESIC, CLRA, wages, bonus, gratuity, maternity benefit, contractor records and inspections.




- Payroll & workforce controls: Ensure accurate attendance, wages, overtime, incentives, deductions, contractor bills and authorised manpower deployment.
- IR & discipline: Maintain fair and secure employee relations; close grievances, counselling, disciplinary action, charge sheets and inquiries with due process and documentation.
- Safety, food safety & social compliance: Coordinate employee-side compliance for fire/safety, PPE, medical fitness, hygiene, GMP/GHP, FSSAI, Sedex/SMETA, training, audit readiness and CAPA closure.
- Plant administration: Maintain effective controls over security, housekeeping, facilities, gate systems, uniforms, welfare, travel/accommodation and administration cost.
- Decision Rights & Accountability• Can recommend and drive: Organisation structure, manpower sanction/deployment, hiring priority, role design, KPI changes, capability actions, recognition, PIP, transfer or disciplinary process—within approved policy and authority.
- Must challenge: Unclear ownership, unmanaged vacancies, excess or misdeployed manpower, weak manager follow-through, repeated underperformance, unjustified overtime/cost and compliance risk.
- Cannot close without evidence: Hiring, onboarding, performance action, grievance, training, statutory compliance, audit CAPA or disciplinary case must have a named owner, deadline and digital record.
- Qualifications & Success ProfileMBA/MSW/PGDHRM or equivalent in HR/Industrial Relations; 10+ years in manufacturing HR with strong workforce planning, performance management, IR, compliance and plant exposure. Food manufacturing and Sedex/SMETA experience preferred. Must combine business thinking, data discipline, courage in performance conversations, fairness, influence and strong execution.

📌 Senior Human Resources Manager (Indore)
🏢 Shree Kailash Grain Mills Private
📍 Indore