JOB DESCRIPTION –

Designation: – HEAD – HUMAN RESOURCES

Reporting To: CEO / COO / Senior Management

Location: Bhopal

1. JOB PURPOSE

The Head – Human Resources will be responsible for providing strategic and operational leadership to the complete Human Resources function of the organization. The role will work closely with the Senior Management and Business Heads to develop and implement HR strategies, build a high-performance workforce, ensure effective manpower planning, strengthen HR systems and policies, manage employee relations, oversee statutory compliance and drive employee engagement and organizational development.

2. KEY RESPONSIBILITIES

- A. HR Strategy & Leadership
- Develop and implement the overall HR strategy in alignment with organizational business objectives.
- Act as a strategic HR partner to the CEO, COO and Senior Management.
- Establish HR policies, processes, systems and governance mechanisms.
- Provide strategic guidance to Management on people-related matters.
- Ensure consistent implementation of HR policies and practices across all locations.
- Drive organizational culture, employee engagement and people-development initiatives.
- Lead and continuously improve the overall HR function.
- - B. Manpower Planning & Organizational Development
- Develop annual and periodic manpower plans in consultation with Business Heads.
- Review manpower requirements.
- Monitor headcount, manpower cost and organizational structure.
- Ensure adequate staffing across clinical, operational, sales, administrative and corporate functions.
- Recommend appropriate organizational structures and manpower strategies to Management.

- C. Talent Acquisition & Senior Hiring
- Lead the overall recruitment strategy of the organization.
- Develop effective recruitment channels and talent pipelines.
- Manage key recruitment consultants and strategic hiring partners.
- Review and approve recruitment plans and compensation proposals as per Management guidelines.




- Ensure timely closure of critical and senior-level positions.
- Develop strategies for attracting and retaining key talent.
- - D. HR Operations & Governance
- Oversee complete employee lifecycle management from joining to separation.
- Ensure effective implementation of attendance, leave, confirmation, transfer, promotion, disciplinary and exit processes.
- Establish standardized HR processes across all centres and departments.
- Ensure proper maintenance of employee records and HR documentation.
- Review HR systems and processes periodically and identify areas for improvement.
- Drive effective utilization of HRMS/GreytHR and other HR technology.
- - E. Payroll & Compensation Management
- Oversee the monthly payroll process and ensure timely and accurate salary processing.
- Review salary structures, increments, incentives, reimbursements and employee perks.
- Monitor manpower cost and compensation budgets.
- Review senior-level compensation proposals.
- Ensure appropriate compensation practices across different employee categories.
- Review and approve Full & Final Settlement matters as per organizational authority.
- Coordinate with Finance/Payroll teams to resolve critical payroll-related matters.
- - F. Statutory & Labour Compliance
- Oversee organization-wide compliance with applicable labour and employment laws.
- Ensure timely compliance relating to EPF/PF, ESI, Professional Tax, Labour Welfare Fund, Shops & Establishments and other applicable statutory requirements.
- Establish and monitor a statutory compliance calendar.




- Review statutory filings, payments, returns, registers and records.
- Ensure timely corrective action for identified compliance gaps.
- Monitor changes in applicable labour laws and assess their impact on the organization.
- Coordinate with external statutory consultants, legal advisors and authorities wherever required.
- Review and guide the HR team on statutory compliance matters.
- Ensure proper documentation and readiness for statutory inspections, notices and audits.
- - G. Employee Relations & Disciplinary Matters
- Lead the organization's employee relations strategy.
- Handle critical, sensitive and escalated employee matters.
- Establish an effective grievance-management mechanism.
- Guide Management on disciplinary actions and employment-related matters.
- Review warning letters, show-cause notices, termination-related communications and other sensitive HR correspondence.
- Ensure fair, consistent and documented implementation of HR policies.
- Coordinate with legal advisors on complex employee relations matters wherever required.
- - H. Performance Management
- Design and implement an effective organization-wide performance management system.
- Establish KRA/KPI frameworks in consultation with Business Heads.
- Lead annual appraisal, increment and promotion processes.
- Monitor performance-management effectiveness across departments.
- Guide managers in handling performance-related concerns.
- Oversee Performance Improvement Plans where required.
- Identify high-performing and high-potential employees.
- - I. Learning & Development
- Identify organization-wide training and development requirements.
- Develop annual training and development plans.
- Drive employee capability-building initiatives.
- Develop leadership and managerial development programs.
- Promote career development and internal growth opportunities.
- Support succession planning.

📌 Head of Human Resources (Bhopal)
🏢 True Blue HR Consultants
📍 Bhopal