HR MANAGER – TALENT ACQUISITION, WORKFORCE & HR OPERATIONS

Company: Darsh Designs
Website: darshdesigns.com
Industry: Custom Furniture Manufacturing | Interior & Design | Project Execution
Location: Vasai / Bhayander–Virar Region, Maharashtra
Experience: 4–8 Years
Position: HR Manager
Employment: Full-Time
Salary: ₹6.0 – ₹9.0 LPA, depending on experience, capability and industry exposure

ABOUT DARSH DESIGNS

Darsh Designs is a custom-made designer furniture manufacturing company serving architects, interior designers, hospitality businesses, corporate clients and residential projects.

With in-house capabilities in carpentry, woodworking, furniture manufacturing, upholstery, fabrication and polishing, the company executes customised furniture and project requirements based on design, specifications, quality and budget.

As the company grows, we are looking for an experienced HR Manager who can build and manage the right people, labour and organisational systems required for growth.

This is not a purely administrative HR role. The candidate will be expected to understand the business, the furniture/interior industry, the workforce requirements and the challenges of hiring and retaining skilled people.

ROLE PURPOSE

The HR Manager will be responsible for:

- Building a strong and reliable workforce for Darsh Designs
- Managing end-to-end recruitment for office, factory, production, sales and project teams
- Developing a dependable network for skilled and semi-skilled labour
- Improving employee retention and reducing unnecessary attrition
- Establishing professional HR systems and processes
- Supporting management in manpower planning
- Ensuring discipline, accountability and performance within the organisation
- Helping Darsh Designs build the team required to scale the business

The ideal candidate should be a hands-on HR professional who can personally source, interview, negotiate, hire and retain people, rather than depending entirely on recruitment agencies.

KEY RESPONSIBILITIES1. END-TO-END RECRUITMENT

Manage complete recruitment from manpower requirement to joining.

Responsibilities include:

- Understand manpower requirements from management and department heads
- Prepare and update Job Descriptions
- Source candidates through job portals, references, recruitment networks, social media and industry contacts
- Screen CVs and conduct initial interviews
- Coordinate technical and management interviews
- Conduct reference/background checks wherever required
- Negotiate salary and joining terms
- Issue offer letters and coordinate joining formalities
- Maintain a live recruitment pipeline for important positions
- Ensure vacancies are closed within agreed timelines

The HR Manager should be able to independently recruit for positions such as:

- Production Manager
- Production Supervisor
- Carpenters
- Polishers
- Upholstery workers
- Fabricators
- QC personnel
- Dispatch personnel
- Project/Site Supervisors
- Project Executives
- Marketing & Sales personnel
- Designers/technical staff
- Admin & accounts personnel
- Other factory and office staff

2. SKILLED LABOUR SOURCING

This will be one of the most important responsibilities of the role.

The candidate should understand that finding skilled furniture and interior-related manpower is different from recruiting office employees.

Responsibilities include:

- Build a strong network of skilled carpenters, polishers, upholsterers, fabricators and other skilled workers
- Develop contacts with labour contractors and manpower suppliers
- Maintain a database of available skilled workers
- Identify reliable labour sources in Mumbai, Vasai, Virar and surrounding areas
- Develop backup manpower sources for critical skills
- Evaluate labour quality, experience and reliability
- Track labour availability and expected joining dates
- Support production management in manpower planning
- Reduce dependency on a single labour contractor/source

3. INDUSTRY & PRODUCT UNDERSTANDING

The candidate should preferably come from one or more of the following industries:

- Furniture manufacturing
- Interior design
- Interior execution
- Architecture
- Modular furniture
- Construction
- Hospitality projects
- Building/interior products

The candidate should have a reasonable understanding of:

- Furniture manufacturing processes
- Carpentry
- Woodworking
- Upholstery
- Polishing
- Fabrication
- Interior site execution
- Different categories of furniture and interior products
- Skilled vs. semi-skilled labour requirements

The candidate does not need to be a technical production expert, but should be sufficiently familiar with the industry to understand what type of person is required for a particular job.

4. MANPOWER PLANNING





Work closely with management and department heads to identify current and future manpower requirements.

Responsibilities include:

- Prepare manpower plans based on production and project requirements
- Identify upcoming recruitment requirements
- Maintain manpower availability reports
- Identify manpower gaps before they affect production
- Develop replacement plans for critical employees
- Maintain backup candidates for important positions
- Track recruitment timelines and joining commitments

5. EMPLOYEE RETENTION & REDUCING ATTRITION

The HR Manager will be responsible not only for hiring people but also for keeping the right people within the organisation.

Responsibilities include:

- Understand reasons for employee turnover
- Conduct exit interviews
- Identify recurring employee issues
- Monitor employee satisfaction and engagement
- Identify high-performing employees who need to be retained
- Develop retention initiatives
- Conduct regular employee interaction
- Escalate serious employee concerns to management
- Recommend improvements in HR policies and working conditions

6. HR POLICIES & SYSTEMS

Develop and implement practical HR systems suitable for a growing manufacturing organisation.

This includes:

- Employee joining process
- Employee documentation
- Attendance system
- Leave management
- Salary and payroll coordination
- Employee files and records
- Probation tracking
- Confirmation process
- Notice period management
- Exit process
- Performance review system
- Employee disciplinary process
- HR reporting

The HR Manager should be capable of creating systems where currently processes are informal or inconsistent.

7. PERFORMANCE MANAGEMENT

Work with department heads to establish clear expectations for employees.

Responsibilities include:

- Define KRAs/KPIs for key positions
- Monitor employee performance
- Coordinate probation reviews
- Coordinate periodic performance evaluations
- Identify underperforming employees
- Recommend training or corrective action
- Identify high performers and future leaders
- Support management in performance-related decisions

8. EMPLOYEE DISCIPLINE & WORK CULTURE

Maintain professional discipline across factory and office teams.

Responsibilities include:

- Monitor attendance and punctuality
- Address behavioural and disciplinary issues
- Ensure employees follow company policies
- Handle employee grievances professionally
- Maintain confidentiality
- Promote respectful communication between management and employees
- Ensure workplace rules are clearly communicated

The HR Manager should be firm but fair and capable of handling difficult conversations.

9. ONBOARDING & EMPLOYEE INDUCTION

Develop a structured onboarding process.

Every new employee should understand:

- Company background
- Department responsibilities
- Job responsibilities
- Reporting structure
- Working hours
- Attendance rules
- Company policies
- Quality expectations
- Behavioural expectations
- Safety requirements
- Performance expectations

The HR Manager should ensure that new employees are properly integrated into the organisation.

10. TRAINING & DEVELOPMENT

Identify skill gaps and coordinate training programs.

Areas may include:

- Technical skills
- Product knowledge
- Quality awareness
- Safety
- Communication
- Supervisory skills
- Leadership development
- Workplace discipline
- Customer/project understanding

Particular attention should be given to developing supervisors and middle-level managers as the company scales.

11. HR DATA & REPORTING

Maintain an accurate HR dashboard for management.

Monthly reporting should include:

- Total employees
- Department-wise manpower
- New hires
- Employees leaving
- Attrition rate
- Open positions
- Recruitment status
- Average recruitment time
- Labour availability
- Absenteeism
- Overtime, where applicable
- Probation status
- Employee performance concerns
- Critical manpower requirements

Management should have a clear picture of where manpower is available, where it is missing and what action is required.

12. STATUTORY & HR COMPLIANCE

Coordinate and ensure compliance with applicable employment regulations.

Responsibilities may include:

- Employee documentation
- Statutory records
- Labour-related compliance
- PF/ESIC coordination, where applicable
- Contractor/labour documentation
- Payroll coordination
- Employment records




- Workplace policies and documentation

The candidate should have practical knowledge of applicable HR and labour compliance requirements.

13. HR VENDOR & CONSULTANT MANAGEMENT

Manage external recruitment agencies, consultants and manpower contractors where required.

Responsibilities include:

- Negotiate recruitment terms
- Monitor agency performance
- Maintain multiple recruitment sources
- Evaluate recruitment cost versus results
- Ensure agencies provide suitable candidates
- Maintain relationships with labour contractors and recruitment networks

14. HR SUPPORT TO BUSINESS GROWTH

The HR Manager will work closely with the management team to understand the company's growth plans.

The HR function should proactively answer:

“If Darsh Designs wants to grow, what people do we need, when do we need them and where will we find them?”

The candidate will therefore be expected to:

- Understand business requirements
- Anticipate manpower needs
- Build recruitment pipelines in advance
- Identify skill shortages
- Recommend organisational improvements
- Help management build a stronger second line of leadership
- Support expansion of production and project capabilities

IDEAL CANDIDATE PROFILE

We are looking for someone who is:

Essential

- Graduate with relevant HR qualification preferred
- Minimum 4 years of HR experience
- Strong experience in recruitment and talent acquisition
- Hands-on experience in hiring factory/technical/skilled manpower
- Good understanding of employee management
- Strong communication and negotiation skills
- Comfortable working with both factory workers and senior management
- Strong follow-up and execution ability
- Willing to personally handle recruitment rather than only delegate it

Strongly Preferred

Experience in:

- Furniture manufacturing
- Interior design/execution
- Architecture
- Construction
- Modular furniture
- Hospitality projects
- Building materials/interior products

Candidates with experience in furniture or interior-related businesses will be given preference.

PERSONAL ATTRIBUTES WE ARE LOOKING FOR

The right candidate should be:

- Proactive
- Practical
- Highly organised
- Positive at networking
- Strong in communication
- Good at negotiating
- Comfortable handling people
- Firm when required
- Solution-oriented
- Good at follow-ups
- Able to work independently
- Comfortable working in a growing entrepreneurial organisation

Most importantly, the candidate should have a “problem-solving HR” mindset, not only an administrative mindset.

KEY PERFORMANCE INDICATORS (KPIs)

The HR Manager's performance will be evaluated on:

- Number of vacancies successfully closed
- Time taken to close vacancies
- Quality of candidates hired
- Skilled labour availability
- Employee retention
- Reduction in avoidable attrition
- Recruitment cost
- Recruitment pipeline strength
- Attendance and discipline
- HR documentation and compliance
- Timely completion of HR processes
- Employee performance review completion
- Development of reliable labour/recruitment networks
- Satisfaction of department heads with recruitment quality

EXPERIENCE

Minimum: 4 years

Preferred: 5–8 years

Candidates with less than 4 years of relevant hands-on HR experience should generally not be considered.

Experience specifically involving recruitment + skilled labour sourcing + HR operations will be highly preferred.

SALARY

₹6,00,000 – ₹9,00,000 per annum (CTC)

Final compensation will depend on:

- Relevant industry experience
- Recruitment capability
- Skilled labour sourcing network
- HR management experience
- Current compensation
- Overall suitability for the role

For an exceptionally strong candidate with proven experience in furniture/interior/construction workforce recruitment and a strong labour network, Darsh Designs can consider compensation above this range.

REPORTING

Reports To: Management / Director

Team: HR/Admin support team, as applicable

IMPORTANT NOTE TO RECRUITMENT AGENCIES

Please do not send candidates who have only worked in general HR administration.

Priority should be given to candidates who have strong hands-on recruitment experience and preferably come from the furniture, interior, architecture, construction, hospitality or related industries.

Candidates should have demonstrated experience in recruiting both:

Office/Management Staff + Factory/Technical/Skilled Manpower.

The ability to independently build a skilled labour network will be considered a major advantage.

Pay: ₹20,000.00 - ₹38,000.00 per month

Benefits:

- Health insurance
- Life insurance

Education:

- Bachelor's (Preferred)

Experience:

- Total: 4 years (Preferred)

License/Certification:

- Driving Licence (Preferred)

Work Location: In person

📌 HR Manager (Vasai-Virar)
🏢 Darsh Designs
📍 Vasai-Virar