Senior Director of Human Resources

Purpose of the Role

To lead and execute end-to-end HR across Manufacturing, Retail, and Corporate teams (2,000+ employees),ensuring complete statutory compliance and a performance-driven, people-centric culture. The role combines

operational excellence with strategic corporate HR oversight, leveraging data, policy, and technology to build organizational strength and scalability.

Scope of Work

 Corporate: Policy, governance, budgeting, analytics, and HR technology.

 Factories: Compliance, discipline, time-office, manpower control, and audits.

 Retail: High-volume hiring, engagement, performance discipline, attrition control.

Key Responsibilities

• Talent Acquisition & Employer Branding
  
  

 Own end-to-end recruitment for corporate, factory, and retail roles.

 Define TATs, sourcing strategies, selection processes, and quality-of-hire metrics.

 Build agency, referral, and campus partnerships; maintain a quarterly manpower plan.

 Standardize onboarding and induction for a consistent new-hire experience.

 Strengthen employer branding through social media, internal success stories, and digital presence.

• Workforce Planning & Organization Design
  
  

 Conduct annual manpower budgeting with business heads; maintain organization charts and sanctioned strength trackers.

 Review span of control, eliminate duplication, and ensure clear role accountability.

 Maintain and update job descriptions and KRAs in coordination with departmental heads.

 Partner with Finance to monitor manpower cost variances and forecast headcount costs.

• HR Operations & Statutory Compliance
  
  

 Supervise payroll processing, attendance/time-office management, and compliance with PF, ESIC, Gratuity, Bonus, and LWF regulations.

 Ensure 100% statutory compliance across all states and maintain audit-ready documentation.

 Manage contractor compliance (CLRA) and vendor labour audits.

 Maintain HRIS data accuracy and publish timely monthly MIS for management review.

• Policy, Process & Governance
  
  

 Design, implement, and maintain the HR Policy Framework and Employee Handbook (covering leave,

travel, reimbursement, remote work, code of conduct, disciplinary matrix, POSH, asset policy, etc.).

 Maintain version control, approvals, and update logs for all HR policies.

 Run an annual HR governance calendar covering appraisals, increments, audits, and engagement initiatives.

 Standardize HR processes and SOPs across corporate, factory, and retail units.

 Conduct periodic policy orientation and compliance training for staff and managers.

• Performance Management & Rewards
  
  

 Manage the goal-setting, mid-year, and annual appraisal cycles across business units.

 Ensure alignment between individual KRAs and company objectives.

 Support annual compensation benchmarking and recommend revisions in structure or variable pay.

 Oversee design and implementation of sales and plant incentive plans with measurable results.

 Ensure transparent performance evaluation and data-backed reward decisions.

• Employee Relations & Engagement
  
  

 Serve as the primary grievance-handling authority for all units.

 Manage disciplinary actions, investigations, and domestic inquiries per statutory norms.

 Plan and execute engagement activities, welfare events, and recognition programs with clear budgets and outcomes.

 Conduct periodic pulse surveys and report findings with improvement plans.

 Partner with factory management on maintaining healthy IR practices and zero industrial disputes.

• Culture & Internal Communication
  
  

 Drive articulation and adoption of company values across all levels.

 Build internal communication platforms — newsletters, leadership updates, recognition posts, and employee spotlights.

 Champion a culture of transparency, meritocracy, and ownership.

• HR Technology, Automation & Analytics
  
  

 Lead the HRMS/HRIS roadmap for onboarding, PMS, leave, attendance, and workflow automation.

 Digitize HR processes (letters, transfers, confirmations, exit clearances, full & final).

 Build and maintain HR dashboards on headcount, attrition, cost, hiring funnel, and gender diversity.

 Ensure HR data integrity, privacy, and audit readiness.

 Partner with IT for continuous HR tech upgrades to improve speed, accuracy, and employee experience.

• Audit, Risk & Compliance Oversight
  
  

 Conduct internal HR audits to ensure record completeness, process adherence, and legal compliance.

 Close non-conformities within stipulated timelines.

 Prepare and coordinate HR-related documentation for ISO, BIS, and social audits.

 Maintain a risk tracker covering attrition spikes, role gaps, or pending compliance issues.

• Exit Management & Retention
  
  

 Standardize exit formalities, clearance checklists, and full-and-final processes with fixed TATs.

 Conduct structured exit and stay interviews to capture actionable feedback.

 Track attrition analytics by department, level, and cause; recommend retention interventions for high-

impact roles.

 Ensure proper documentation, asset recovery, and compliance closure for all separations.

• HR Budgeting & MIS
  
  

 Prepare and monitor the annual HR budget — recruitment, training, welfare, consultants, and admin.

 Partner with Finance on payroll forecasting, increments, and provisions.

 Publish monthly and quarterly HR MIS covering headcount, attrition, open positions, cost variance, and

engagement data.

 Deliver data-driven insights to management for decision-making.

Qualifications

 MBA / PGDM in Human Resources (preferred) or Bachelor’s in HR / Business Administration.

 Minimum 10 years of experience and 5 years of corporate HR leadership capacity for multi-location

operations (manufacturing + retail). Must have worked in well a known branded organisation.

 Proven track record in statutory compliance, HR operations, policy creation, and people analytics.

Compensation & Logistics

 Employment type: Full-time, Permanent.

 Probation: 6 months probation period, confirmation subject to satisfactory performance and completion of probation deliverables.

 Notice period & joining expectations: Preferred joining timeline is within 30–60 days from offer acceptance; candidates with shorter notice periods or immediate availability will be preferred. The company typically expects the standard contractual notice period to be honored (up to 60 days unless otherwise negotiated).

 Working hours / shift: Typically 9:30 AM – 6:30 PM with 1-hour lunch break. Working Days: Monday to Saturday (Saturday is generally a half day or per business rota); flexibility required during peak business needs.

 Travel expectations: Domestic travel up to ~30% for factory and retail visits; occasional overnight travel may be required.

 Location & relocation: Role is based in Mumbai (Vile Parle East). Relocation assistance may be provided as per company policy.

 Benefits: Standard statutory and company benefits (PF, ESIC where applicable, gratuity, paid leave, medical insurance, and other benefits as per company policy). Detailed benefits will be shared at offer stage.

Location: Mumbai (Vile Parle East)

Working Days: Monday to Saturday

Reporting to : Group Head HR

Skills: hr operations,human resource development,human resource,statutory compliances