Job highlights

- Post-graduate in HR/Industrial Relations with 12+ years in manufacturing and multi-unit setups, expertise in HRMS (Keka, Oracle), labor laws, and organizational development
- Lead strategic workforce planning, implement HR digital transformation, manage performance systems, employee relations, compliance, and administrative operations

: LEAD - HUMAN RESOURCES 1. POSITION PURPOSE To direct, scale, and transform the human resources, personnel, and training functions within strategic budgetary limits. The role is designed to optimize organizational performance, foster a high-performance culture, and implement cutting-edge HR technologies. The DGM - HR will bridge strategic corporate planning with ground-level operational execution, ensuring total compliance, high employee engagement, and sustainable workforce growth.

2. STRATEGIC WORKFORCE PLANNING & TALENT ARCHITECTURE

- Skills-Based Talent Architecture (SBTA): Transition the organization away from static job descriptions toward a dynamic, future-focused skills-based model by developing a "Universal Skills Taxonomy" across all major business functions (Sales, Marketing, Operations).
- Workforce Forecasting & Expansion: Lead annual Strategic Workforce Planning initiatives to align staffing and upskilling requirements with multi-year business expansion plans (e.g., addressing skill gaps in digital, automation, and technical fields).
- Advanced Talent Acquisition & ATS Implementation: Design robust recruitment plans and deploy automated Applicant Tracking Systems (ATS) to manage proprietary databases, direct sourcing, head-hunting, and agency coordination, cutting time-to-hire by up to 35%.
- Internal Mobility & Career Pathing: Deploy interactive employee-facing "Skill-Path" dashboards and Employee Self-Service (ESS) tools to map career tracks, boost internal fill rates for senior roles, and significantly reduce voluntary turnover.

3. DIGITAL TRANSFORMATION & HR INFORMATION SYSTEMS (HRIS)

- End-to-End HR Tech Migration: Manage full-scale migrations from legacy systems to unified, cloud-based HRMS platforms (such as Keka, Prism, or Oracle-based architecture).
- Online Payroll & Statutory Automation: Oversee end-to-end digital payroll processing, automated statutory compliance tracking, online leave management,



and digital document management systems to improve audit readiness.
- People Analytics & Dashboarding: Establish a robust People Analytics function providing real-time executive dashboards to track retention predictions, flight risks, salary equity, and monthly headcount budgeting.

4. PERFORMANCE MANAGEMENT SYSTEM (PMS) & TALENT DEVELOPMENT

- Continuous Feedback & Development (CFD): Overhaul rigid annual and quarterly performance review processes, replacing them with agile, continuous feedback models integrated with goal-setting software.
- 360-Degree Feedback & ESS Integration: Digitize multi-tier appraisal workflows (manager, peer, and self-ratings) into the ESS HRIS module, cutting administrative processing time by 50% and linking Key Result Areas (KRAs) and Key Performance Indicators (KPIs) directly to compensation and bonus programs.
- Learning Management Systems (LMS) & Upskilling: Align training calendars with appraisal-identified needs; execute techno-functional training programs, fire safety drills on shop floors, tool-box talks, and cross-unit skill development initiatives.
- External Institutional Partnerships: Spearhead strategic skill development programs in coordination with government bodies (such as ITI tie-ups and MoU signings) to build localized talent pipelines and drive corporate social responsibility (CSR).

5. EMPLOYEE RELATIONS, CULTURE & ENGAGEMENT

- Rewards, Recognition & Morale: Conceptualize and drive Star Rewards policies, milestone celebrations, monthly award winner campaigns, and corporate town halls to boost employee morale.
- Grievance Handling & Counseling: Act as a central counselor for employee welfare, managing open-door policies, Job Chats, skip-level meetings, and departmental interaction sessions to address cultural fitment issues proactively.
- Employee Experience (EX) & Welfare: Organize structured indoor/outdoor team-building events, sports activities, safety workshops,



and employee satisfaction initiatives to maintain high eNPS scores.

6. INDUSTRIAL RELATIONS (IR) & STATUTORY COMPLIANCE

- Statutory Framework Adherence: Ensure 100% compliance with labor laws and local authority mandates, including Provident Fund (PF), Employees' State Insurance Corporation (ESIC) registration/cards, Professional Tax (PT), and Shop & Establishment licenses.
- Factory Administration & Safety Compliance: Oversee EHS (Environment, Health, and Safety) parameters, security force alignments, daily labor briefings (Dali briefings), and standing order implementations across plant premises.
- Audit & Inspection Readiness: Maintain flawless statutory records, manage legal documentation for factory inspections, execute POSH (Prevention of Sexual Harassment) committee protocols, and ensure zero-finding external compliance audits.

7. ROUTINE PERSONNEL & ADMINISTRATIVE OPERATIONS

- Onboarding & Exit Management: Standardize end-to-end joining formalities (bank account creation, ID/visiting cards) and exit protocols (comprehensive exit interviews, counseling, charge handovers, and flawless Full & Final settlements).
- Personnel Record Management: Supervise the generation and issuance of official documentation, including appointment letters, confirmation letters, extension letters, promotion, transfer, and experience letters.
- Site & Facility Administration: Oversee branch-level and factory-level administration, security vendor management, housekeeping cleaning schedules, cafeteria/locker management, and utility billing operations.

8. POSITION REQUIREMENTS & SPECIFICATIONS

- Education: Post-graduate degree in Human Resources / Industrial Relations (e.g., MHRD. / MBA-HR or equivalent).
- Experience Profile: Extensive experience (12+ years) across manufacturing, corporate, and multi-unit hospitality/industrial setups, with demonstrated success at the DGM / General Manager level.

- Key Competencies:
- Advanced proficiency in up-to-date HRMS software (Keka, Oracle, Covnark) and Microsoft Office ecosystems.
- Exceptional command over statutory labor legislations and industrial relations.
- Proven track record in organizational development (OD), change management, digital transformation, and cross-functional leadership.

Connect to HR(Priyanka)- (phone hidden)

📌 Lead HR - (Sr.Manager/AGM/DGM) (Surat)
🏢 Aswani Industries
📍 Surat