HR Head

Head of Human Resources (HR Head)

Position Summary

The Head of Human Resources is responsible for developing and executing the company's people strategy, ensuring alignment with business objectives, operational excellence, labor law compliance, workforce productivity, talentHead of Human Resources (HR Head) Position Summary The Head of Human Resources is re management, industrial relations, and organizational development across multiple manufacturing sites. The role leads all HR functions and serves as a strategic business partner to the CEO and Executive Leadership Team.

Reporting To: President Director

Direct Reports: HR Managers, Industrial Relations Manager, Talent Management Manager, Learning & Development Manager, Compensation & Benefits Manager, HR Operations Manager, Payroll Manager, Recruitment Manager, Site HR Heads.

Workforce Scope: 7,000–8,000 employees across manufacturing plants, warehouses, and corporate offices.

Key Responsibilities

1. Strategic HR Leadership

• Develop and implement the organization's HR strategy aligned with business goals.
• Act as a strategic advisor to the CEO and Executive Committee.
• Lead workforce planning to support business growth, productivity, and operational excellence.
• Build a high-performance culture throughout the organization.
• Develop succession planning for critical positions.
• Drive HR transformation and digitalization initiatives.

2. Workforce Planning & Talent Acquisition
Develop annual manpower plans based on production forecasts and business needs.

• Oversee large-scale recruitment for production, technical, engineering, and management positions.
  
• Ensure timely fulfillment of manpower requirements.
  
• Establish employer branding initiatives to attract top talent.
  
• Monitor workforce availability and turnover trends.
  

Key Deliverables

• Manpower Planning
  
• Recruitment Strategy
  
• Talent Pipeline Development
  
• Workforce Analytics
  

3. Industrial Relations & Labor Union Management
Key Deliverables

• Lead relationships with labor unions and employee representatives.
  
• Manage collective bargaining agreements (CBA).
  
• Handle labor disputes, negotiations, and grievance resolution.
  
• Ensure compliance with labor laws and employment regulations.
  
• Represent the company before labor authorities when required.
  
• Maintain industrial harmony and prevent work disruptions.
  
• Union Negotiations
  
• Collective Labor Agreement Management
  
• Industrial Peace Programs
  
• Labor Compliance
  

4. Employee Relations

• Develop employee engagement programs.
  
• Establish effective communication channels between management and employees.
  
• Oversee disciplinary actions and investigations.
  
• Manage employee complaints and conflict resolution.
  
• Promote company values and culture.
  

Key Deliverables

• Employee Satisfaction Programs
  
• Engagement Surveys
  
• Grievance Management System
  

5. Compensation & Benefits

• Design and manage competitive compensation structures.
  
• Lead salary benchmarking and market surveys.
  
• Ensure payroll accuracy and compliance.
  
• Develop employee welfare and benefits programs.
  
• Manage annual salary review and incentive schemes.

Key Deliverables

• Compensation Strategy
  
• Benefits Programs
  
• Payroll Governance
  
• Reward & Recognition Programs
  

6. Learning & Development

• Develop competency frameworks for all employee levels.
  
• Establish leadership development programs.
  
• Create technical and soft-skill training programs.
  
• Implement succession planning initiatives.
  
• Evaluate training effectiveness and ROI.

Key Deliverables

• Competency Management
• Leadership Development
  
• Technical Skill Enhancement
  
• Talent Development Programs
  

7. Performance Management

• Design and manage performance management systems.
  
• Ensure KPI alignment from corporate to individual levels.
  
• Facilitate performance reviews and talent calibration.
  
• Support managers in performance improvement initiatives.

Key Deliverables

• KPI Framework
  
• Performance Review System
  
• Talent Review Process
  

8. Organizational Development

• Lead organizational restructuring and transformation projects.
  
• Design organizational structures to improve efficiency.
  
• Develop change management initiatives.
  
• Build organizational capability and leadership effectiveness.

Key Deliverables

• Organization Design
  
• Change Management
  
• Culture Transformation
  

9. HR Operations & Administration

• Ensure efficient HR service delivery across all sites.
• Manage employee records and HR information systems (HRIS).
• Standardize HR policies and procedures.
• Oversee onboarding and employee lifecycle management.

Key Deliverables

• HR Governance
• HRIS Management
• Policy Administration
• HR Shared Services

10. Compliance, Governance & Risk Management

Ensure compliance with employment laws and regulations.

11. Health, Safety & Employee Wellbeing

12. HR Analytics & Reporting

Key Metrics
Employee Turnover Rate

Success Profile

The ideal HR Head should be capable of:

• Ensure efficient HR service delivery across all sites.
  
• Manage employee records and HR information systems (HRIS).
  
• Standardize HR policies and procedures.
  
• Oversee onboarding and employee lifecycle management.
  
• HR Governance
  
• HRIS Management
  
• Policy Administration
  
• HR Shared Services
  
• Ensure compliance with employment laws and regulations.
  
• Manage HR audits and legal requirements.
  
• Develop HR policies aligned with legal standards.

Qualifications

Education

• Bachelor's Degree in Human Resources, Psychology, Business Administration, Law, Industrial Engineering, or related field.
  
• Master's Degree (MBA, Human Capital Management, Industrial Relations) preferred.
  

Experience

• Minimum 15–20 years of HR experience.
  
• Minimum 8–10 years in senior HR leadership positions.
  
• Experience managing HR in manufacturing organizations with 5,000+ employees.
  
• Strong experience in textile, garment, spinning, weaving, dyeing, or related manufacturing industries.
  
• Proven experience managing labor unions and collective bargaining agreements.
  
• Experience leading multi-site HR operations.
  

Technical Competencies

• Strategic Human Resource Management
  
• Industrial Relations & Labor Law
  
• Workforce Planning
  
• Compensation & Benefits
  
• Organizational Development
  
• Talent Management
  
• HR Analytics
  
• Change Management
  
• HRIS & Digital HR
  
• Payroll Governance
  
• Labor Cost Management
  
• Succession Planning
  

• Strategic Thinking
  
• Executive Presence
  
• Stakeholder Management
  
• Negotiation & Influencing
  
• Change Leadership
  
• Conflict Resolution
  
• Decision Making
  
• Business Acumen
  
• People Leadership
  
• Crisis Management
  

• Textile Manufacturing
  
• Spinning Mills
  
• Weaving Operations
  
• Dyeing & Finishing
  
• Garment Manufacturing
  
• Footwear Manufacturing
  
• Large-scale Labor-Intensive Manufacturing
  

• Maintaining stable industrial relations and positive union engagement.
  
• Building a high-performance culture while controlling labor costs.
  
• Supporting business expansion through workforce capability development.
  
• Driving HR digital transformation and operational excellence.
  
• Ensuring full compliance with labor regulations and corporate governance standards.
  
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