Chief Human Resources Officer - Manufacturing

- Chief Human Resources Officer (CHRO)

Position: Chief Human Resources Officer (CHRO)

Department: Human Resources

Reporting To: Executive Director

Location: Corporate Office / Multiple Manufacturing Plants

Employee Base: Approximately 3,000 employees

Industry: Manufacturing - Nets, Ropes, Cordage and Related Products

1. Role Purpose:

The CHRO will be responsible for developing and executing the company's overall people strategy across multiple manufacturing plants and approximately 3,000 employees.

The role will ensure that the organization has the right people, structure, culture, systems and capabilities to support business growth. The CHRO will work closely with the Managing Director, CEO and business leaders to align HR strategy with business objectives.

The role will lead all major HR functions, including talent acquisition, organization development, performance management, compensation and benefits, employee engagement, industrial relations, learning and development, HR compliance and succession planning.

2. Key Responsibilities:

A. HR Strategy & Business Partnership:

• Develop and implement the overall HR strategy in line with the company's business objectives.
• Act as a strategic HR partner to the Managing Director, CEO and senior management.
• Develop HR policies, systems and processes across all plants.
• Ensure consistency in HR practices while addressing plant-specific requirements.

B. Organization Structure & Manpower Planning:

• Develop an effective organization structure for corporate and plant operations.
• Lead annual manpower planning based on business requirements and production capacity.
• Ensure optimum utilization of manpower across locations.
• Review span of control, roles, responsibilities and reporting structures.
• Identify opportunities to improve employee productivity and reduce unnecessary manpower costs.

C. Talent Acquisition & Workforce Planning:

• Develop an effective recruitment strategy for corporate, managerial, technical and plant-level positions.
• Build a strong talent pipeline for critical positions.
• Ensure timely recruitment based on approved manpower plans.
• Strengthen hiring standards and selection processes.
• Develop relationships with technical institutes, universities and recruitment partners.

D. Performance Management:

• Develop and implement an effective KPI and performance-management system.
• Ensure individual KPIs are aligned with business and departmental objectives.
• Drive a performance-oriented culture across the organization.
• Lead annual performance reviews, increments, promotions and variable-pay processes.
• Identify and address performance gaps through structured improvement plans.

E. Compensation & Benefits:

• Develop a competitive and internally equitable compensation structure.
• Review salary structures, incentives, bonuses and benefits periodically.
• Establish performance-linked compensation systems.
• Monitor employee cost and ensure compensation is aligned with business performance.
• Ensure proper implementation of payroll and statutory benefits.

F. Leadership Development & Succession Planning:

• Identify high-potential employees and future leaders.
• Develop succession plans for critical positions.
• Establish leadership-development programs.
• Create career paths for key functions and plant operations.
• Ensure continuity of leadership across manufacturing locations.

G. Employee Engagement & Culture:

• Build a positive, professional and performance-driven work culture.
• Develop employee engagement initiatives across all plants.
• Establish effective employee communication mechanisms.
• Conduct employee engagement surveys and implement action plans.
• Promote teamwork, accountability, discipline and respect in the workplace.

H. Industrial Relations:

• Lead industrial relations and employee relations across manufacturing plants.
• Maintain constructive relationships with employees, worker representatives and unions, where applicable.
• Handle employee grievances and disciplinary matters in a fair and consistent manner.
• Develop systems to prevent employee disputes and workplace conflicts.
• Ensure proper documentation and compliance with applicable labour requirements.

I. HR Compliance, POSH, Workplace Conduct & Governance:

• Ensure compliance with applicable labour and employment laws.
• Ensure timely implementation of statutory requirements relating to employees.
• Establish HR audit and compliance mechanisms across all plants.
• Ensure proper maintenance of employee records and documentation.
• Review HR policies periodically and update them as required.
• Promote a safe, respectful and professional workplace.

J. HR Systems & Digitalization:

• Develop and implement an effective HRMS across all locations.
• Improve automation of attendance, payroll, recruitment, performance management and employee records.
• Establish accurate and timely HR reporting and dashboards.
• Use HR analytics to support management decision-making.

3. Key HR KPIs:

The CHRO's performance will be measured on:

• Employee productivity
• Employee cost as a percentage of sales / production
• Employee turnover and retention
• Manpower utilization
• Performance-management completion
• Labour-law compliance
• HR process automation

4. Authority & Decision-Making:

The CHRO will have appropriate authority to:

• Recommend HR policies and organizational changes.
• Establish HR processes and standards across locations.
• Recommend manpower plans and organizational structures.
• Recommend compensation, promotions and succession plans.
• Lead recruitment for senior and critical positions.
• Establish HR KPIs and performance-management systems.
• Recommend disciplinary action in accordance with company policy and applicable law.
• Approve HR initiatives within delegated authority.
• Escalate significant employee, compliance and industrial-relations matters to the CEO / Managing Director.

5. Qualification & Experience:

• Bachelor's degree in Human Resources, Business Administration, Industrial Relations or a related field.
• MBA / PGDM in Human Resources or equivalent qualification preferred.
• Typically, 22 - 25+ years of HR experience, with significant experience in senior HR leadership.
• Strong experience in manufacturing / industrial organizations.
• Experience managing HR for multiple manufacturing locations and a workforce of approximately 3,000 employees.
• Strong experience in industrial relations, talent management, compensation, performance management and labour compliance.