Key Responsibilities1. HR Strategy & Business Partnership

- Develop and implement the organization's overall HR strategy aligned with business objectives.
- Act as a strategic HR partner to the Chairman and senior management.
- Translate business plans into workforce, talent and organizational priorities.
- Provide strategic inputs on organizational structure, manpower planning and leadership requirements.
- Build HR systems and processes that support the company's growth and expansion.

2. HR Operations & Governance

- Lead the complete HR Operations function across the organization.
- Establish standardized HR policies, processes, SOPs and governance mechanisms.
- Ensure effective employee lifecycle management from recruitment to separation.
- Strengthen HR documentation, HRMS and employee records.
- Improve HR service delivery, process efficiency and employee experience.

3. Talent Acquisition & Workforce Planning

- Develop an effective manpower planning and talent acquisition strategy.
- Lead recruitment for critical and senior-level positions.
- Build strong talent pipelines for business-critical roles.
- Strengthen employer branding and talent attraction initiatives.
- Ensure timely hiring in line with business requirements.

4. Performance Management

- Design and strengthen the organization's KPI / KRA and performance management system.
- Drive goal setting, performance reviews and performance improvement processes.
- Establish measurable performance standards across functions.
- Develop performance dashboards and management review mechanisms.
- Promote a strong culture of accountability and performance.

5. Talent Management & Succession Planning

- Develop talent management and succession planning frameworks.
- Identify high-potential employees and future leaders.
- Build career development and internal mobility programs.
- Develop leadership development initiatives.
- Create a structured talent review process for critical positions.

6. Learning & Development

- Develop the organization's annual Learning & Development strategy.
- Identify training needs through competency and performance assessments.
- Design leadership, functional and behavioral development programs.
- Evaluate training effectiveness and ROI.
- Build a continuous learning culture across the organization.

7. Compensation & Benefits

- Develop and review compensation structures in line with business requirements and market practices.
- Lead annual appraisal and salary revision processes.
- Review CTC structures, incentives and performance-linked compensation.
- Ensure internal equity and appropriate compensation governance.
- Work with management on retention strategies for critical talent.

8. Employee Engagement & Culture

- Build a positive, professional and high-performance workplace culture.




- Develop employee engagement initiatives aligned with organizational values.
- Strengthen internal communication and employee connect.
- Conduct employee feedback / engagement surveys and drive action plans.
- Promote employee recognition and appreciation programs.

9. Labour Law & Statutory Compliance

- Ensure effective compliance with applicable labour laws and statutory requirements.
- Oversee PF, ESIC, Professional Tax, Bonus, Gratuity, Labour Welfare and other applicable compliances.
- Ensure appropriate compliance with applicable Labour Codes and employment regulations.
- Manage internal and external HR audits.
- Ensure timely maintenance of statutory records, registers and returns.
- Provide management with regular compliance status and risk reports.

10. Employee Relations & Industrial Relations

- Establish effective employee relations practices across the organization.
- Handle employee grievances, disciplinary matters and workplace issues professionally.
- Develop appropriate grievance redressal mechanisms.
- Support management in resolving complex employee relations matters.
- Maintain a healthy and productive workplace environment.

11. HR Analytics & Digital HR

- Establish a data-driven HR function through HR Analytics and HR dashboards.
- Track key metrics including:
- Headcount
- Attrition
- Absenteeism
- Recruitment TAT
- Cost per Hire
- Employee Productivity
- Training Effectiveness
- Overtime
- Payroll Cost
- Employee Engagement
- Use HRMS, Excel, Power BI and other digital tools to improve HR decision-making.
- Present periodic HR MIS and people analytics to senior management.

12. Organization Development

- Review organizational structures and reporting relationships.
- Develop effective job descriptions, competency frameworks and career paths.
- Support organizational change and transformation initiatives.
- Build systems for improved accountability, collaboration and productivity.
- Drive initiatives to create a scalable organization capable of supporting future growth.

13. Leadership & Team Management

- Lead, mentor and develop the HR team.
- Define HR team KPIs and accountability.
- Build HR capability across HR Operations, Talent Acquisition, Payroll, Compliance and Employee Engagement.
- Establish a professional and service-oriented HR culture.

Candidate Profile

We are looking for a strategic,



commercially aware and hands-on HR leader who can independently lead the complete HR function and work closely with the organization's leadership.

Required Qualifications & Experience

- Master's degree / MBA in Human Resources, Personnel Management, Business Administration or a related field.
- 12–20 years of progressive HR experience.
- At least 5 years in a senior HR leadership role such as HR Head, Head HR, Senior HR Director, VP HR, General Manager HR or equivalent.
- Strong experience managing end-to-end HR functions.
- Experience working directly with Chairman / MD / CEO / Business Heads will be preferred.
- Strong knowledge of Indian labour laws, statutory compliance and HR governance.
- Proven experience in building HR systems, processes and teams.

Preferred Industry Experience

Candidates from the following industries will be preferred:

- Food & FMCG
- Manufacturing
- Agro / Agriculture
- Spices / Food Ingredients
- Export / International Trading
- Engineering / Industrial organizations
- Family-owned / promoter-driven businesses

Key Competencies

- Strategic HR Leadership
- Business Acumen
- Leadership & People Management
- Talent Management
- Succession Planning
- Performance Management
- Labour Law & Compliance
- Employee Relations
- Compensation & Advantages
- Organization Development
- HR Analytics
- Change Management
- Excellent Communication & Negotiation
- Decision Making & Problem Solving

Key Performance Indicators

The HR Director will be accountable for measurable outcomes including:

- Organization-wide HR effectiveness
- Employee productivity and engagement
- Attrition and retention
- Leadership and talent pipeline
- Recruitment effectiveness
- Performance management effectiveness
- HR cost optimization
- Compliance and audit performance
- Training effectiveness
- HR process digitization
- Employee relations
- Succession planning for critical positions
- HR team capability and productivity

What We Are Looking For

We are looking for an HR leader who can go beyond routine HR administration and build HR as a strategic business function.

The successful candidate should be capable of building systems, developing people, strengthening culture, managing compliance, advising leadership and driving organizational performance.

Apply Now

If you are an experienced HR leader looking for an chance to build and lead the HR function of a growing organization, please apply with your updated CV.

Candidates are requested to highlight:

- Total HR experience
- Current / last designation
- Team size managed
- Industry experience
- HR functions handled
- Current / last CTC
- Expected CTC
- Notice period

Pay: Up to ₹150,000.00 per month

Benefits:

- Cell phone reimbursement
- Commuter assistance
- Food provided
- Health insurance
- Leave encashment
- Life insurance
- Paid sick time
- Paid time off
- Provident Fund

Work Location: In person

📌 Deputy Manager - HR (Unjha)
🏢 OM EXIM
📍 Unjha