– SENIOR HR MANAGER

Company: Swami Feeds Pvt. Ltd.

Department: Human Resources

Designation: Senior HR Manager

Reporting To: General Mananger

Location: Regional office Shoolagiri with responsibility across all operating locations

- Job Purpose The Senior HR Manager shall be responsible for building and maintaining an effective, disciplined and employee-focused HR system across Swami Feeds Pvt. Ltd.

The role shall ensure

- Adequate manpower availability
- Accurate attendance and payroll
- Employee discipline
- Statutory compliance
- Recruitment and retention
- Performance management
- Employee engagement
- Training and development
- Grievance handling
- HR audits and controls
- Proper coordination between Corporate HR, Farm Operations, Hatchery. The Senior HR Manager shall act as a bridge between Management, Department Heads, Unit Heads and Employees.

2. KEY RESPONSIBILITIESA. Manpower Planning & Recruitment
- Prepare department-wise and location-wise manpower requirements.
- Maintain approved manpower structure for all business units.
- Monitor manpower shortage and excess manpower.
- Ensure timely recruitment for:
- Farm labour
- Supervisors
- Farm In-charges
- Technical staff
- Veterinary staff
- Hatchery staff
- Drivers
- Maintenance staff
- Office staff
- Managers and senior positions
- Develop suitable recruitment sources for local and migrant manpower.
- Reduce recruitment lead time and dependency on emergency manpower hiring.
- Maintain recruitment tracker and vacancy ageing report.
- Coordinate interviews, selection, salary negotiation and appointment.
- Ensure proper reference and background verification for critical positions.

3. Joining & Employee Documentation

Ensure proper documentation before or immediately after employee joining.

Documents shall include

- Appointment letter
- Employee application
- Aadhaar
- PAN
- Bank account details
- Photograph
- Educational certificates
- Experience certificates
- Address proof
- Emergency contact details
- PF / UAN details
- ESI details
- Nomination forms
- Other statutory documents

Ensure employee ID creation, biometric enrolment and payroll registration are completed correctly.
- Attendance Management The Senior HR Manager shall ensure strong attendance control across all locations.

Responsibilities include

- Monitor biometric attendance implementation.
- Reconcile manual and biometric attendance.
- Ensure missing punches are properly verified.
- Monitor early-out and late-in cases.
- Ensure attendance corrections are supported by proper evidence and approval.
- Ensure unit-wise attendance is submitted within the prescribed timeline.
- Coordinate with CCTV / IT teams for technical attendance issues.
- Monitor repeated attendance violations.
- Ensure unauthorised corrections are not accepted.

Attendance discrepancies shall be escalated before salary processing.
- Payroll Management The Senior HR Manager shall be accountable for overall payroll accuracy.

Responsibilities include

- Verify manual attendance and COSEC BIOMETRIC before payroll processing.
- Review salary input data.
- Check new joiners, resignations, transfers and salary revisions.
- Review LOP, overtime, incentives, deductions and recoveries.
- Ensure salary bank details are accurate.
- Review payroll exception report before final approval.
- Compare current-month payroll with previous month.
- Monitor abnormal salary variations.
- Ensure correct payroll processing for all employees and labour categories.
- Coordinate with Finance for salary release.
- Review salary bank upload reconciliation.
- Ensure payroll errors and duplicate payments are avoided.

Mandatory Payroll Control

Attendance → Payroll Processing → Verification of excel with SARAL SOFTWARE PAYROLL → Approval → HO SUBMISSION .

No stage should be bypassed.

- HR & Payroll Audit

Conduct monthly HR audits covering:

- Attendance vs payroll
- Payroll vs bank payment
- Employee master vs active employees
- Duplicate employee IDs
- Duplicate bank accounts
- Incorrect account holder names
- Invalid or incorrect IFSC
- Employees receiving salary without attendance
- Ex-employees appearing in payroll
- Employees missing from payroll
- Abnormal salary variation
- Incorrect deductions
- Incorrect LOP
- Incorrect OT
- Advances and loan recovery
- Unit-wise manpower strength

Submit exception report to Management before payroll approval.
- Statutory Compliance

Ensure compliance with applicable labour and employment laws.

Monitor

- PF
- ESI
- Bonus
- Shops and Establishments / Factory-related requirements as applicable
- Registers and statutory records




- licences
- Employee statutory documentation

Coordinate with consultants and government authorities wherever required.

All statutory remittances and returns shall be completed within due dates.

- Performance Management

Develop and implement performance management systems.

Responsibilities include

- Define KRAs and KPIs for departments.
- Coordinate annual and periodic performance appraisal.
- Monitor probation confirmation.
- Maintain employee performance records.
- Identify high performers and employees requiring improvement.
- Implement Performance Improvement Plans where necessary.
- Ensure performance decisions are based on documented facts and work requirements.
- Avoid decisions based purely on personal differences between managers and subordinates.

9. Employee Discipline

Maintain discipline across all locations.

Handle

- Absenteeism
- Late attendance
- Unauthorised leave
- Misconduct
- Negligence
- Insubordination
- Workplace disputes
- Misuse of company property
- Attendance manipulation
- Policy violations

Ensure disciplinary proceedings are documented and conducted fairly.

Issue

- Counselling letters
- Warning letters
- Show-cause notices
- Suspension / disciplinary notices
- Termination recommendations

only after proper review and approval.
- Employee Relations & Grievance Handling

- Maintain healthy employee-management relations.
- Conduct periodic employee interactions.
- Resolve employee grievances in a timely manner.
- Investigate complaints fairly.
- Prevent unnecessary conflict between employees and managers.
- Avoid blame culture and improve departmental coordination.
- Encourage respectful workplace behaviour.
- Escalate serious grievances to Management.

11. Employee Retention

Analyse employee attrition regularly.

Identify causes such as

- Supervisor behaviour
- Salary issues
- Workload
- Accommodation
- Food
- Transport
- Working conditions
- Career growth
- Family issues
- Employee dissatisfaction

Prepare corrective action plans for critical departments and locations.
- Training & Development

Prepare annual training calendar.

Training may include

- Employee induction
- Supervisor development
- Leadership training
- Communication
- Attendance discipline
- Payroll awareness
- Safety
- Biosecurity awareness
- Farm discipline
- SOP compliance
- Managerial skills
- Conflict management
- Performance management

Develop future managers and supervisors through internal training.
- Succession Planning

Identify critical positions and potential successors.

Maintain succession plans for

- Unit heads
- Farm managers
- Technical managers
- Supervisors
- Key administrative roles

Reduce dependency on single individuals for critical business functions.
- Employee Welfare

Monitor employee welfare arrangements including:

- Accommodation
- Food / canteen
- Transport
- Uniforms
- Safety equipment
- Hygiene
- Worker living conditions

Conduct periodic welfare audits at farm and operating locations.
- HR Policy Management

Develop, update and implement policies relating to:

- Attendance
- Leave
- Working hours
- Weekly off
- Overtime
- Recruitment
- Probation
- Confirmation
- Salary revision
- Transfer
- Travel
- Discipline
- Separation
- Employee benefits
- Grievance handling
- Code of conduct

Ensure policies are communicated clearly to employees and managers.
- Separation & Full and Final Settlement

Ensure proper exit procedures.

Responsibilities include

- Resignation acknowledgement
- Notice period monitoring
- Department clearance
- Company asset recovery
- Attendance closing
- Leave settlement
- Salary dues
- Advance recovery
- Gratuity eligibility
- Bonus eligibility
- Full and Final Settlement
- Exit interview
- Relieving / experience letter

Analyse exit interview findings periodically.
- HR MIS & Dashboard

Prepare monthly management HR dashboard.

The dashboard shall include

Manpower

- Approved manpower
- Actual manpower
- Vacancy
- New joiners
- Resignations
- Attrition %

Attendance
- Absenteeism %
- Missing punches
- Attendance corrections
- LOP days
- Late / early punch cases

Payroll
- Gross payroll
- Net payroll
- Overtime
- Incentives
- LOP amount
- Payroll variance
- Salary corrections





Recruitment
- Open vacancies
- Recruitment completed
- Vacancy ageing
- Time to fill

Employee Relations
- Grievances
- Disciplinary cases
- Warning letters
- Resolved cases

Statutory
- PF status
- ESI status
- Bonus
- Compliance status

18. Multi-Location HR Coordination

Since Swami Feeds operates across several farms and operating locations, the Senior HR Manager shall:

- Maintain one standard HR system across all locations.
- Ensure unit HR representatives follow common procedures.
- Conduct periodic unit audits.
- Visit operating locations wherever required.
- Review employee welfare and manpower conditions.
- Verify HR records at farm level.
- Ensure policies are implemented uniformly.

19. Management Support The Senior HR Manager shall provide factual HR inputs to Management for decisions relating to:
- Manpower planning
- Salary structure
- Recruitment
- Promotions
- Transfers
- Employee retention
- Disciplinary actions
- Organisational restructuring
- Employee welfare
- Labour cost control

HR recommendations shall be supported by proper data and documentation.
- KEY PERFORMANCE INDICATORS – KPI The Senior HR Manager shall be evaluated based on:

- Payroll Accuracy – Target 100%
- Attendance Reconciliation – 100%
- Salary Processing Within Timeline – 100%
- Statutory Compliance – 100%
- Critical Vacancy Closure Within Target Time
- Reduction in Employee Attrition
- Reduction in Unauthorised Absenteeism
- Zero Duplicate / Incorrect Salary Payments
- Employee Documentation Compliance – 100%
- HR Audit Closure – 100%
- Grievance Closure Within Defined TAT
- Reduction in Long-Pending Vacancies
- Timely Full & Final Settlement
- HR MIS Submission Within Timeline
- Employee Welfare Compliance Across Units
- Improvement in Manager–Employee Coordination

21. Qualification

Preferred Qualification:

- MBA / PGDM – Human Resources
- MSW – HR / Personnel Management
- MBA HR with Labour Law exposure
- Equivalent postgraduate HR qualification

22. Experience

Preferred: 10–15 years of HR experience, including at least 3–5 years in a managerial / senior managerial role.

Preference may be given to candidates having experience in:

- Poultry
- Food processing
- Farm operations
- Labour-intensive industries
- Multi-location operations

23. Skills Required The candidate should possess:
- Strong HR leadership
- Payroll knowledge
- Labour-law knowledge
- Recruitment capability
- Employee relations skills
- Conflict-resolution ability
- Solid Excel and HR MIS skills
- Payroll software knowledge
- Analytical ability
- Audit mindset
- Documentation discipline
- Strong communication
- Ability to work with field employees and senior management
- Ability to handle confidential information

24. Behavioural Expectations The Senior HR Manager must:
- Be fair and impartial.
- Maintain confidentiality.
- Avoid personal bias in employee decisions.
- Listen to both management and employees before arriving at conclusions.
- Focus on organisational requirements rather than individual preferences.
- Develop people rather than immediately recommending termination.
- Maintain proper documentation.
- Promote teamwork between departments.
- Take accountability for HR deliverables.
- Escalate significant HR risks to Management promptly.

25. AUTHORITY & ACCOUNTABILITY The Senior HR Manager shall have the authority to:
- Seek manpower and attendance information from all departments.
- Audit HR and attendance records.
- Return incomplete payroll inputs for correction.
- Seek supporting documents for salary corrections.
- Recommend recruitment, transfer and disciplinary action.
- Escalate policy violations to Management.

However, major decisions such as:
- Senior-management recruitment
- Major salary revisions
- Termination of managerial employees
- Organisation restructuring
- Major disciplinary action
- Changes in HR policy

shall be processed with appropriate Management approval.
- CORE EXPECTATION The Senior HR Manager should ensure that:

The right person is available at the right place,

attendance is correct,

salary is correct,

statutory compliance is complete,

employees are treated fairly,

and Management receives accurate HR information for decision-making.

The HR department should function not merely as an administrative department, but as a business-support function contributing to operational efficiency, employee discipline and organisational growth.

Pay: ₹40,000.00 - ₹60,000.00 per month

Benefits

- Cell phone reimbursement
- Health insurance
- Leave encashment
- Provident Fund

Work Location: In person

📌 Senior Manager - HR (Hosur)
🏢 Swami feeds p
📍 Hosur