General Manager - Human Resources - Retail/Manufacturing Firm

Key Responsibility Areas : Broad responsibilities for the role will include strategy, talent acquisition, talent management, people engagement, training and development, capability building, compensation and benefits, talent and building culture, as explained in more detail below.

Strategy :

- Develop and implement HR strategies aligned with the overall business plan.

- Forecast HR requirements in line with the strategic growth of the organization.

- Lead organizational change initiatives, ensuring minimal disruption to business operations.

Talent Acquisition :

- Oversee recruitment processes to attract and retain top talent.

- Implement innovative sourcing strategies to build a diverse and high-performing workforce.

- Collaborate with department heads to understand and fulfil hiring needs.

- Ensure TAT, cost and quality of hire is as per standards set.

- Evaluate recruitment effectiveness (employee productivity rate) and ensure an upward trend.

Talent Management :

- Develop and implement talent management strategies to nurture and retain key personnel.

- Establish performance management systems, including KPIs.

- Develop individual KRAs and lead performance management, facilitate annual appraisals and reviews.

- Identify "Hi-potentials" and create succession planning strategies to cater to the future leadership needs.

- Create succession planning strategies for critical roles.

People Engagement :

- Develop a team environment that focuses on results and shared recognition.

- Develop initiatives to enhance employee engagement and satisfaction.

- Address employee grievances and conflicts, ensuring a harmonious work environment.

- Lead engagement surveys and evaluate feedback to check the pulse of the organisation.

Training and Development :

- Oversee the design and delivery of training programs and foster a culture of continuous learning and development.

- Liaise with external training providers for specialized training needs.

- Assess training effectiveness and make improvements as needed.

Capability Building :

- Identify skill gaps and develop training programs to enhance employee capabilities.

- Promote leadership development and career progression opportunities.

- Encourage self-learning initiatives to reduce the gap between deliverables and expectations.

Compensation and Benefit :

- Manage compensation and benefits programs considering ongoing market standards, best practices, and internal budgets.

- Design competitive compensation and benefits packages to attract and retain talent.

- Regularly review and benchmark compensation against industry standards.

- Manage payroll processing and compliance with legal and fiscal regulations.

Culture Building :

- Champion a positive and inclusive workplace culture.

- Develop an employee-oriented culture that ensures Transparency, Reliability and High Standards.

- Facilitate open and transparent communication within the organization.

- Act as a "change and organizational development" agent.

Others :

- Analyse and deliver periodic reports to the management.

- Any other role or business activity that may be required by the management from time to time.

Reporting Structure :

Direct Reporting to : CEO

- As part of the senior leadership team, you will collaborate closely with department heads like CFO, CMO, COO and CSO to align HR strategies with overall business objectives.

Qualification & Experience:

Education:

- Bachelor's degree in human resources, Business Administration, Psychology, or a related field is typically required.

- Master's degree or MBA with a specialization in Human Resources is highly preferred.

- Master's degree in business administration (MBA) or similar, with a specialization in Human Resources.

Professional Certifications:

- Certifications in HR (such as SHRM-CP, SHRM-SCP, PHR, SPHR, or their Indian equivalents), though not mandatory in nature.

Experience:

- Extensive experience in human resources, typically over 15-22 years, with a significant portion in a leadership or managerial capacity.

- Prior experience in senior HR leadership role, such as Head of HR or similar role

- Proven track record in strategizing, developing, and implementing HR strategies/initiatives aligned with business objectives for SME/larger organizations.

Skills:

Functional:

- Proven success and extensive experience in senior HR roles, spanning various HR functions.

- Proficiency with Human Resources Management System (HRMS)

- Deep understanding of compensation and labour legislation.

- Proven ability to plan and manage budgets.

- Strong analytical, strategic thinking and stakeholder/project management skills.

Personal:

- Motivated, and enthusiastic.

- High level of integrity and professionalism.

- Excellent leadership and people management skills.

- Excellent communication, interpersonal and decision-making skills.

- Resilient and adaptable in a fast paced and changing business landscape.

- Ability to get best out of vendors, partners, and other resources (internal or external).