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Objective: To independently manage the entire gamut of all HR activities and initiatives, of Factory and all India Sales Organization. Span of control: The Current HR, ADMIN and IR Team – 10 persons. Key Result Areas: 1. Talent Acquisition: • Sourcing across levels and functions. • Ensure all vacancies are filled as per the defined timelines (TAT) • Develop a pipeline and have backup candidates for critical positions • Create and maintain a database of all critical positions • Monitor and ensure the recruitment process is strictly adhered too. • Manage the recruitment budget and ensure various initiatives to reduce the recruitment cost. • Hire and develop relationships with good search firms. Performance Management: • Ensure that the Balance score cards are completed as per the timelines. • Conduct the PMS and goal setting workshops at HO • Implement the PMS process as per corporate guidelines. • Co-ordinate with SBU Heads for ratings and for normalization 2. Budgeting: • Prepare, control and monitor the Manpower Budget for the SBUs. 3. On Boarding: • Ensure the pre and post contact program is running • Ensure all new employees go through systematic induction. • Ensure all new recruits go through a group induction within one month from joining 4. Employee Retention: • Study attrition Trends • Conduct exit interviews, analyze the same and draw suitable action plans • Present finding of the exit interviews to the SBU Heads and HR Head 5. Reward and Recognition: • Implement and monitor the Reward and Recognition programs at SBU levels. • Improvise and implement other R & R programs at the SBU levels. 6. Employee Engagement: • Drive Employee Engagement initiatives that will help create a vibrant culture and productivity. 7. Training and Development: • Ensure the implementation of the LDNI process • Collaborate with the L & D department and implement various training initiatives that will help the business • Discuss and suggest for various training initiatives after discussing with the SBU / Departmental Heads. 8. MIS: • Send the monthly Manpower report to corporate HR. • Send the monthly manpower cost for the Steering committee • Send the monthly litigation status report to HO • Ensure the SAP data is accurate 9. Legal Compliance: • Monitor and ensure that factory are legally compliant Policies: • Monitor all HR policies are implemented 10. Employee Grievances: • Meet all HODs and understand various issues of employees • If possible resolve employee issues, or else discuss with superiors 11. Employee Life Cycle Management: • Ensure timely issue of appointment letters, confirmation letters, salary inputs, relieving letters etc. • Ensure proper and timely Full and Final settlements of all employees 12. Interactions: a) nternal: Department Heads, President –Marketing, President Operation. b) External: Recruitment Partners, Legal consultants, Government authorities