Job Purpose

The Head of HR is responsible for developing and implementing human resource strategies that support the organization's business objectives. The role oversees talent acquisition, employee relations, performance management, compensation and benefits, learning and development, HR policies, compliance, and organizational development while fostering a positive and productive workplace culture.

2. Key Roles and ResponsibilitiesA. HR Strategy and Leadership

- Develop and implement HR strategies aligned with business goals.
- Advise the CEO and senior management on workforce planning and people-related matters.
- Establish HR policies, procedures, and organizational structures.
- Lead HR transformation, employee engagement, and organizational development initiatives.
- Prepare HR budgets, workforce plans, and management reports.

B. Talent Acquisition and Workforce Planning

- Oversee end-to-end recruitment and selection processes.
- Develop manpower plans in consultation with department heads.
- Ensure timely hiring of qualified employees for critical positions.
- Build talent pipelines and succession plans for key roles.
- Strengthen employer branding and recruitment effectiveness.

C. Performance Management

- Design and manage the annual performance appraisal system.
- Establish KPIs, KRAs, and performance evaluation processes.
- Monitor employee productivity and performance improvement plans.
- Align performance ratings, promotions, increments, and rewards with company policies.

D. Compensation and Benefits

- Develop salary structures, compensation policies, and employee benefit programs.
- Review salary benchmarks and maintain internal pay equity.
- Oversee payroll coordination, incentives, bonuses, and annual increments.
- Recommend retention strategies and reward programs.

E. Employee Relations and Engagement

- Promote a positive, inclusive, and professional work setting.
- Address employee grievances, disciplinary matters, and workplace conflicts.
- Develop employee engagement, recognition, and retention initiatives.
- Conduct employee satisfaction surveys and implement improvement plans.




- Support managers in employee communication and people management.

F. Learning and Development

- Identify training needs across departments.
- Develop annual training and employee development plans.
- Establish leadership development and succession planning programs.
- Evaluate training effectiveness and employee skill development.

G. HR Operations and Compliance

- Ensure compliance with applicable labour laws, employment regulations, and statutory requirements.
- Oversee HR documentation, employee records, attendance, leave, and payroll processes.
- Establish and maintain HR policies, employee handbooks, and standard operating procedures.
- Manage HR audits, inspections, and statutory documentation in coordination with relevant teams.
- Maintain confidentiality and ensure proper handling of employee information.

H. Organizational Development and Culture

- Drive organizational restructuring and change management initiatives.
- Promote company values, ethics, diversity, and inclusion.
- Support leadership development and employee career progression.
- Build a high-performance culture focused on accountability and continuous improvement.

I. HR Analytics and Reporting

- Monitor HR metrics such as employee turnover, absenteeism, hiring time, and workforce costs.
- Prepare monthly and annual HR reports for management.
- Use HR data to identify risks, improve productivity, and support decision-making.
- Recommend process improvements through HR technology and automation.

3. Qualifications and Experience

- MBA / Postgraduate qualification in Human Resources, Personnel Management, or a related field.
- 10–15 years of relevant HR experience, including leadership experience.




- Strong knowledge of HR practices, labour laws, employee relations, and statutory compliance.
- Experience in workforce planning, talent management, compensation, and performance management.
- Experience with HRMS, payroll systems, and HR analytics tools.

4. Required Skills and Competencies

- Strategic thinking and business acumen.
- Leadership and team management.
- Excellent communication and interpersonal skills.
- Decision-making and problem-solving.
- Negotiation and conflict resolution.
- Strong knowledge of HR policies and employment compliance.
- Data analysis and reporting.
- Integrity, discretion, and confidentiality.

5. Key Performance Indicators (KPIs)

- Employee turnover and retention rate.
- Time to fill vacancies.
- Recruitment cost per hire.
- Employee engagement and satisfaction.
- Training effectiveness and development outcomes.
- Performance appraisal completion rate.
- HR budget adherence.
- Absenteeism and workforce productivity.
- Timely completion of payroll and statutory compliance requirements.
- Succession planning and internal promotion effectiveness.

6. Decision-Making Authority

- Recommend and implement HR policies within approved organizational guidelines.
- Approve HR activities within delegated authority.
- Advise management on recruitment, promotions, compensation, and disciplinary actions.
- Escalate significant employee relations, legal, and organizational risks to senior management.

7. Working Relationships

Internal: CEO / Managing Director, department heads, managers, employees, finance, and administration teams.

External: Recruitment agencies, consultants, training providers, auditors, and relevant government or regulatory authorities.

8. Expected Outcome

To build a capable, engaged, compliant, and high-performing workforce that supports the organization's growth, operational efficiency, and long-term business objectives.

Pay: ₹70,000.00 - ₹90,000.00 per month

Benefits:

- Cell phone reimbursement
- Food provided
- Provident Fund

Work Location: In person

📌 Head of HR (Rajkot)
🏢 TILARA POLYPLAST
📍 Rajkot