Position Title

Senior Manager / AGM Human Resources & Administration

Institutional Catering & Food Services Industry

Reporting To

Managing Director

Location

Corporate Office,Chennai with travel across client locations, and project sites across South India.

Role Purpose To lead and manage the Human Resources and Administration functions of the organization, ensuring effective workforce management, statutory compliance, employee relations, talent acquisition, employee engagement, facility administration, and organizational effectiveness across multiple business locations.

The role is responsible for supporting business growth by ensuring manpower availability, maintaining industrial harmony, strengthening employee engagement, driving HR governance, and overseeing administration services including facilities, transport, accommodation, security, housekeeping, and vendor management.

The incumbent will act as a strategic business partner to operational leadership teams while ensuring compliance, operational excellence, cost efficiency, and a positive employee experience.

Key Responsibilities

1. HR Business Partnering

- Partner with Business Heads, Regional Managers, Operations Heads, and Site Leaders to align HR strategies with business objectives.
- Support expansion plans, current unit mobilizations, and workforce readiness.
- Drive manpower productivity, workforce planning, and organizational effectiveness initiatives.
- Advise stakeholders on employee relations, performance management, and workforce-related decisions.

2. Talent Acquisition & Workforce Planning

- Lead end-to-end recruitment for:

- Unit Managers

- Catering Managers

- Food Production Staff

- Chefs and Kitchen Personnel

- Supervisors
- Site Support and Facilities Staff

- Corporate Function Employees
- Build sustainable sourcing channels through consultants, referrals, institutes, job portals, and local hiring networks.
- Ensure timely staffing of all operational and corporate positions.
- Monitor recruitment KPIs and manpower fulfilment targets.

3. Employee Relations, Grievance Handling & Discipline Management

- Foster positive employee relations across all locations.
- Manage grievance redressal mechanisms and employee complaint handling.
- Conduct disciplinary investigations, domestic enquiries, and corrective actions.
- Support Internal Grievance Committee processes and employee welfare initiatives.
- Ensure compliance with company policies, certified standing orders, and code of conduct requirements.
- Resolve workforce conflicts and manage sensitive employee matters.

4. Industrial Relations & Labour Management

- Build and maintain constructive relationships with labour authorities and employee representatives.
- Handle union interactions where applicable.
- Participate in conciliation proceedings, settlements, and labour negotiations.
- Ensure compliance with labour laws and minimize industrial relations risks.
- Advise management on labour law implications and workforce restructuring initiatives.

5. Statutory Compliance & Governance Ensure organization-wide compliance with:

- Contract Labour (Regulation & Abolition) Act
- Shops & Establishments Act
- Minimum Wages Act
- Payment of Wages Act
- Employees' Provident Fund (EPF)
- Employees' State Insurance (ESI)
- Payment of Bonus Act
- Payment of Gratuity Act
- POSH Act
- Occupational Safety, Health & Working Conditions Code
- Food Safety and Hygiene Regulations
- State Labour Laws and Client Compliance Requirements





Responsibilities Include:

- Labour compliance audits
- Statutory inspections
- Contractor compliance monitoring
- Legal documentation management
- Compliance MIS and dashboard reviews
- Closure of audit observations

6. Performance Management & Talent Development

- Drive Performance Management System (PMS) implementation.
- Facilitate goal setting, review cycles, and performance calibration.
- Identify and develop high-potential talent.
- Implement succession planning for key operational and leadership roles.
- Partner with business leaders on career progression and talent retention.

7. Learning & Development

- Conduct Training Needs Analysis (TNA).
- Develop and implement annual training plans.
- Lead capability-building programs on:
- Food Safety & Hygiene

- Labour Law Compliance

- POSH

- Leadership Development

- Customer Service Excellence

- Behavioural Skills

- Workplace Safety

- Supervisory Development

8. Compensation, Benefits & Employee Welfare

- Support compensation benchmarking and salary reviews.
- Manage increment and promotion cycles.
- Oversee employee welfare initiatives.
- Develop retention programs for critical positions.
- Ensure competitive compensation practices for frontline and supervisory employees.
- Support manpower budgeting and cost optimization initiatives.

9. HR Operations & HRMS Management

- Oversee complete employee lifecycle management:

- Recruitment

- Onboarding

- Confirmation

- Transfers

- Promotions

- Separation
- Full & Final Settlement
- Ensure HRMS data integrity and process compliance.
- Prepare monthly management dashboards and workforce analytics reports.
- Drive HR digitization and automation initiatives.

10. Administration & Facility Management

- Lead Administration functions across Corporate Office, Regional Offices, Central Kitchens, and Client Sites.
- Manage office facilities, infrastructure, and workplace services.

- Oversee

- Security operations

- Housekeeping services

- Employee accommodation facilities

- Transportation management

- Travel administration

- Pantry and workplace services
- Ensure maintenance of office assets, utilities, and infrastructure.
- Manage lease agreements, facility contracts, and service providers.
- Drive workplace improvements and cost control initiatives.
- Ensure adherence to safety, health, environmental, and client-specific standards.

11. Employee Engagement & Culture Building

- Develop and implement employee engagement programs.
- Drive recognition and reward initiatives.
- Conduct employee satisfaction surveys and action planning.
- Strengthen organizational culture and employee experience.
- Improve retention within frontline and supervisory workforce segments.

12. Business Continuity & Risk Management

- Support crisis management and business continuity planning.
- Manage emergency response coordination at sites.
- Ensure preparedness for audits, client reviews, labour inspections, and compliance assessments.
- Mitigate HR and administration-related operational risks.

Key Performance Indicators (KPIs)





Human Resources

- Manpower Fulfilment %
- Time to Hire
- New Hire Retention %
- Overall Attrition %
- Employee Engagement Score
- Training Coverage %
- Internal Promotion Ratio
- Grievance Resolution TAT
- Compliance Audit Score

Administration

- Facility Compliance Score
- Vendor Performance Score
- Budget Adherence
- Cost Optimization Savings
- Asset Utilization Efficiency
- Employee Satisfaction with Administration Services

Education Essential

- MBA / PGDM (HR)
- Master of Social Work (MSW) – HR / Labour Welfare
- Master's Degree with specialization in Human Resources

Preferred

- Degree/Diploma in Labour Laws
- Labour Welfare Certification
- POSH Certification
- HR Analytics Certification

Experience Senior Manager – HR & Administration/ AGM – HR & Administration

- 12–15 years of experience
- Minimum 5 years in a leadership role
- Experience in managing large blue-collar workforce across multiple locations
- Proven experience managing 3,000–10,000+ employees across multiple states and client locations
- Strong exposure to Industrial Relations, Labour Compliance, Administration, and Workforce Management

Key Competencies

Functional Competencies

- HR Business Partnering
- Industrial Relations
- Labour Law Compliance
- Talent Acquisition
- Performance Management
- Learning & Development
- Compensation & Benefits
- HR Operations & HRMS
- Facility & Administration Management
- Vendor & Contract Management
- Compliance Management
- Workforce Planning

Leadership Competencies

- Strategic Thinking
- Stakeholder Management
- Negotiation & Influencing
- Conflict Resolution
- Decision Making
- People Leadership
- Change Management
- Business Acumen
- Financial Awareness
- Problem Solving

Preferred Industry Background

- Institutional Catering
- Corporate Food Services
- Integrated Facility Management (IFM)
- Hospitality
- Healthcare Support Services
- Industrial Catering
- Facilities Management
- Support Services Organizations
- Manufacturing with large workforce operations

Ideal Candidate Profile A seasoned HR & Administration leader with 10-15 years of experience in Institutional Catering, Food Services, IFM, Hospitality, Healthcare Support Services, or other manpower-intensive industries. The candidate should have demonstrated success in managing large, geographically dispersed workforces (3,000+ employees) across multiple locations while driving HR strategy, employee relations, statutory compliance, administration excellence, and workforce productivity. The individual must possess strong expertise in:

- Labour Laws & Statutory Compliance
- Industrial & Employee Relations
- Talent Acquisition & Workforce Planning
- Grievance Management & Disciplinary Processes
- HR Operations & HRMS
- Performance Management & Talent Development
- Administration & Facility Management
- Vendor & Contract Management
- Employee Engagement & Retention

The role requires hands-on experience in overseeing security, housekeeping, transport, accommodation, travel management, workplace infrastructure, facility operations, client-facing environments, and multi-site administration. The ideal candidate will be a strategic, business-oriented leader with excellent stakeholder management, negotiation, conflict resolution, and team leadership capabilities, capable of balancing people, compliance, service delivery, operational excellence, and cost control while supporting business growth and transformation.

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