HR Manager_ Mumbai

JOB DESCRIPTION

Job Title: HR Manager (Generalist) No. of people required: 1

Department: Human Resources No. of years of experience: 15+ years

Reporting to : Group Head HR Industry experience : Manufacturing & Retail (Corporate)

Location: Mumbai (Vile Parle East) In hand Salary: Negotiable

Travel Required: Occasionally Incentives applicable: No

Working Days: Monday to Saturday Work Timings: 10:15 AM - 6:45 PM

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
1. 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.

2. 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.

3. 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.

4. 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.

5. 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.
6. 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.
7. 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.
8. 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.
9. 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.
10. 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.
11. 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.