1. POSITION DETAILS

Particular

Details

Company

NICK PETROCHEM PRIVATE LIMITED (NPPL)

Department

Human Resources & Administration

Designation

Head – Human Resources

Reporting To

Managing Director / Director

Departmental Reporting

HR Executives, HR & Admin Team, Training & Development Personnel (if applicable)

2. POSITION PURPOSE

The Head – Human Resources shall be responsible for developing and managing a professional, disciplined, performance-driven, and employee-centric organizational culture at NICK PETROCHEM PRIVATE LIMITED.

The position shall be responsible for the complete Human Resource lifecycle, including recruitment, onboarding, employee engagement, performance management, training, compensation coordination, statutory compliance, discipline, attendance, punctuality, workplace behaviour, and adherence to company policies.

A key strategic responsibility of the Head HR will be to ensure that every department at NPPL operates through documented and standardized Standard Operating Procedures (SOPs). The Head HR shall coordinate with departmental heads, establish SOP development timelines, monitor implementation, and ensure periodic review and compliance.

The Head HR shall also act as the organizational custodian of employee discipline, attendance, time punctuality, and adherence to company policies.

3. KEY OBJECTIVES OF THE ROLE

· Right people are recruited at the right time.

· Employees clearly understand their roles and responsibilities.

· Every employee has defined KRAs and KPIs.

· Attendance and punctuality standards are strictly maintained.

· Employee performance is regularly monitored and improved.

· Every department develops and follows documented SOPs.

· HR policies and systems are standardized across the organization.

· Employee discipline and workplace culture are maintained.

· Employee grievances are addressed professionally and fairly.

· NPPL progressively develops a professional corporate working culture while retaining its family business values.

· Leadership pipeline and employee development systems are established.

· HR becomes a strategic business function rather than merely an administrative department.

4. KEY RESULT AREAS (KRAs) AND KEY PERFORMANCE INDICATORS (KPIs)

KRA 1: Strategic Human Resource Management

Key Responsibilities:

· Develop and implement the overall HR strategy aligned with NPPL's business objectives.

· Develop organizational structure and manpower planning systems.

· Ensure proper workforce planning for all departments.

· Identify future manpower requirements based on business growth.

· Develop HR policies, procedures, rules, and employee guidelines.

· Establish a professional performance-driven organizational culture.

· Advise management on organizational development and people-related decisions.

Key Performance Indicators (KPIs):

KPI

Target

HR Strategy Implementation

100% Annual HR Plan Execution

Manpower Planning Accuracy

>95%

Critical Position Vacancy Duration

Minimum possible / Target based

HR Policy Implementation

100%

Organizational Structure Review

Minimum once annually

Employee Retention

As per annual target

KRA 2: Recruitment & Talent Acquisition

Key Responsibilities:

· Prepare annual manpower requirements with departmental heads.

· Develop Job Descriptions for every position.

· Ensure proper recruitment processes including sourcing, screening, interviews, reference checks, and onboarding.

· Develop recruitment channels and talent pipelines.

· Ensure recruitment quality and cultural fit.

· Reduce unnecessary recruitment delays.

· Maintain a database of potential candidates.

Key Performance Indicators (KPIs):

KPI

Target

Time to Fill Positions

As per approved recruitment timeline

Joining Ratio

>80% of selected candidates

Probation Success Rate

>85%

Recruitment Process Compliance

100%

JD Availability for All Positions

100%

Candidate Database Updated

Monthly

KRA 3: Employee Attendance & Time Punctuality

Key Responsibilities:

· Monitor daily employee attendance.

· Ensure employees report to work on time.

· Establish reporting time and grace period policies.

· Monitor late coming, early leaving, absenteeism, and unauthorized absence.

· Generate departmental punctuality reports.

· Conduct counseling for repeated latecomers.

· Issue warnings and disciplinary actions where required.

· Coordinate with department heads to ensure attendance discipline.

· Introduce systems for improving employee punctuality.

Key Performance Indicators (KPIs):

KPI

Target

Overall Attendance Compliance

>98%

Employee Punctuality Compliance

>95%

Repeated Late Coming Cases

Continuous Reduction

Unauthorized Absenteeism

Minimum / Controlled

Monthly Attendance Report

100% Timely Submission

Disciplinary Action Closure

Within Defined Timeline

KRA 4: SOP Development & Organizational Process Standardization

Key Responsibilities:

· Ensure every department develops documented SOPs.

· Prepare an SOP Development Master Plan for NPPL.

· Identify all major departments, processes, and activities requiring SOPs.

· Coordinate with respective Department Heads for SOP preparation.





· Establish standard SOP formats.

· Review SOPs for completeness, clarity, responsibility, accountability, and measurement criteria.

· Ensure SOPs are approved by authorized management.

· Maintain an SOP Master Register.

· Monitor implementation of approved SOPs.

· Ensure employees are trained on relevant SOPs.

· Conduct periodic SOP compliance audits.

· Ensure outdated SOPs are revised.

· Develop departmental SOP completion timelines.

Key Performance Indicators (KPIs):

KPI

Target

Department-wise SOP Coverage

100%

Critical Process SOP Coverage

100%

SOP Development Timeline Adherence

>95%

SOP Training Completion

100% Relevant Employees

SOP Compliance Score

>90%

SOP Review & Revision

As per Review Schedule

SOP Master Register Accuracy

100%

KRA 5: Performance Management System

Key Responsibilities:

· Develop and implement a structured Performance Management System.

· Ensure every employee has defined JD, KRAs, and KPIs.

· Coordinate periodic performance reviews.

· Develop appraisal formats and performance scoring systems.

· Identify high performers and underperformers.

· Develop Performance Improvement Plans (PIPs).

· Support departmental heads in performance evaluation.

· Link performance with training, promotions, increments, and rewards.

Key Performance Indicators (KPIs):

KPI

Target

Employees with Defined KRAs/KPIs

100%

Performance Review Completion

100%

Timely Appraisal Completion

100%

Underperformer Improvement

Measurable Improvement

PIP Closure Rate

>80%

Performance Data Accuracy

100%

KRA 6: Employee Training & Development

Key Responsibilities:

· Conduct Training Needs Analysis (TNA).

· Prepare an annual training calendar.

· Identify technical, behavioural, managerial, and leadership training needs.

· Organize internal and external training programs.

· Develop employee skill matrices.

· Measure training effectiveness.

· Coordinate departmental cross-training initiatives.

· Develop future leaders within NPPL.

Key Performance Indicators (KPIs):

KPI

Target

Annual Training Calendar Completion

>90%

Employee Training Coverage

100% As Planned

Training Effectiveness Score

>80%

Skill Matrix Completion

100%

Cross-Training Coverage

As per Plan

Leadership Development Programs

As per Annual Plan

KRA 7: Employee Engagement & Organizational Culture

Key Responsibilities:

· Develop a positive and professional workplace culture.

· Conduct employee engagement activities.

· Establish employee recognition and reward programs.

· Conduct employee feedback and satisfaction surveys.

· Promote teamwork and interdepartmental collaboration.

· Maintain a healthy balance between discipline and employee welfare.

· Strengthen NPPL's transition towards a corporate working culture.

Key Performance Indicators (KPIs):

KPI

Target

Employee Engagement Activities

As per Annual Calendar

Employee Satisfaction Score

Improvement Year-on-Year

Employee Grievance Resolution

>95%

Employee Retention

As per Company Target

Employee Recognition Programs

Regular Implementation

Culture Improvement Initiatives

Minimum Quarterly

KRA 8: Employee Discipline & Grievance Management

Key Responsibilities:

· Establish and implement a disciplinary framework.

· Handle employee misconduct professionally.

· Ensure fairness and consistency in disciplinary actions.

· Conduct counseling and corrective discussions.

· Maintain disciplinary records.

· Address employee grievances confidentially and promptly.

· Coordinate with management for serious disciplinary matters.

Key Performance Indicators (KPIs):

KPI

Target

Grievance Resolution Time

Within Defined Timeline

Repeat Disciplinary Cases

Continuous Reduction

Pending Employee Grievances

Minimum

Disciplinary Documentation Accuracy

100%

Policy Violation Closure

Timely

KRA 9: HR Operations & Employee Lifecycle Management

Key Responsibilities:

· Manage the complete employee lifecycle: Recruitment → Selection → Joining → Onboarding → Confirmation → Training → Performance → Promotion → Transfer → Exit.

· Manage appointment letters, joining documentation, employee personal files, confirmation processes, probation reviews, leave management, attendance management, employee database management, exit interviews, Full & Final coordination, and experience/relieving letters.

Key Performance Indicators (KPIs):

KPI

Target

Employee Documentation Accuracy

100%

Onboarding Completion

100%

Probation Review Timeliness

100%

Employee Record Updating

Real-Time / Monthly

Exit Interview Completion

100%

Full & Final Processing

Within Defined Timeline

KRA 10: HR Policies, Compliance & Governance

Key Responsibilities:

· Develop and maintain HR policies.

· Ensure policies are communicated to employees.





· Coordinate with statutory and legal consultants.

· Ensure labour law compliance.

· Maintain employee records as per statutory requirements.

· Ensure POSH compliance.

· Coordinate disciplinary and legal documentation.

· Conduct periodic HR compliance audits.

Key Performance Indicators (KPIs):

KPI

Target

HR Compliance

100%

Statutory Non-Compliance Cases

Zero

POSH Compliance

100%

HR Audit Score

>95%

Policy Communication

100%

KRA 11: HR MIS & Management Reporting

Key Responsibilities:

· Prepare regular management reports on total manpower, department-wise manpower, recruitment status, attrition, attendance, late coming, absenteeism, employee performance, training, employee grievances, SOP implementation, and HR compliance.

Key Performance Indicators (KPIs):

KPI

Target

HR MIS Submission

100% On Time

Data Accuracy

100%

Monthly HR Dashboard

Mandatory

Management Action Items Closure

>90%

5. SOP GOVERNANCE – DEPARTMENTS TO BE COVERED

· Production

· Quality Control

· Quality Assurance

· Purchase

· Stores

· Dispatch

· Sales

· Marketing

· Finance & Accounts

· Human Resources

· Administration

· Maintenance

· PPC / Production Planning

· R&D;

· Laboratory

· EHS / Safety

· IT

· Customer Service

· Management Systems

6. KEY ACCOUNTABILITY

The Head HR will be considered the organizational owner of employee attendance and punctuality systems and the central coordinator and governance owner for SOP development and implementation across all departments of NPPL.

7. MONTHLY HR DASHBOARD

Manpower

· Approved manpower

· Actual manpower

· Vacancies

· New joiners

· Exits

Attendance

· Overall attendance percentage

· Department-wise attendance

· Late coming statistics

· Absenteeism

· Early leaving

· Repeated offenders

Recruitment

· Open positions

· Candidates interviewed

· Candidates selected

· Joining status

Performance

· Employees with KRAs/KPIs

· Performance review status

· Underperformers

· PIP status

SOP Status

· Total SOPs required

· SOPs completed

· SOPs pending

· Department-wise status

· SOP compliance status

Training

· Trainings planned

· Trainings conducted

· Employees trained

Employee Relations

· Grievances received

· Grievances resolved

· Pending cases

8. KEY COMPETENCIES REQUIRED

Functional Competencies:

· Strategic HR Management

· Recruitment & Talent Acquisition

· Performance Management

· Organizational Development

· SOP & Process Development

· HR Policies & Compliance

· Employee Engagement

· Labour Law Knowledge

· Training & Development

· Conflict Resolution

· HR Analytics

Behavioural Competencies:

· Strong leadership

· High integrity

· Confidentiality

· Assertiveness

· Communication skills

· Decision-making ability

· Problem-solving

· Emotional intelligence

· Discipline and consistency

· Ability to influence people

9. EDUCATIONAL QUALIFICATION

Preferred Qualification:

· MBA – Human Resources

· Master in Human Resource Management

· PGDM – HR

Additional Preference:

· Labour Law Knowledge

· Industrial Relations Experience

· Manufacturing Industry Experience

· HRMS Experience

· ISO / Management System Knowledge

10. EXPERIENCE REQUIREMENT

Preferred Experience: 8–15 years of relevant HR experience.

· Minimum 3–5 years in a managerial or leadership role.

· Experience in manufacturing organizations preferred.

· Experience in developing HR systems and SOPs.

11. REPORTING STRUCTURE

Particular

Details

Reports To

Managing Director / Director

Direct Reports

HR Executive, HR & Admin Executive, Recruiter (if applicable), Training Coordinator (if applicable)

12. AUTHORITY MATRIX

The Head HR shall have authority to recommend:

· Recruitment

· Promotion

· Increment

· Transfer

· Training

· Disciplinary action

· Performance Improvement Plans

· Policy changes

The Head HR may approve, as per management-approved authority limits:

· Routine HR operational decisions

· Leave and attendance matters

· Recruitment process stages

· Employee documentation

· HR communication

13. ANNUAL PERFORMANCE SCORECARD

KRA

Weightage

Strategic HR & Organizational Development

10%

Recruitment & Talent Acquisition

10%

Attendance & Punctuality

15%

SOP Development & Implementation

20%

Performance Management System

10%

Training & Employee Development

10%

Employee Engagement & Culture

10%

Compliance & HR Governance

10%

HR MIS & Reporting

5%

TOTAL

100%

14. CRITICAL EXPECTATION FROM THE HEAD HR AT NPPL

“Every employee knows what to do.
Every department knows how to do it.
Every process is documented.
Every responsibility is measurable.
Every employee is accountable.
Every employee respects time and discipline.”

For NPPL's long-term vision of becoming a Corporate Family Business, this position should be treated as a strategic leadership role rather than a conventional HR administration position.

15. DOCUMENT APPROVAL

Prepared By

Reviewed By

Approved By

Head – HR

Director / Management

Managing Director

Signature: ____________________ Date: ____________________

Work Location: In person

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