Head – Human Resources

JOB PURPOSE

To lead and control the company's complete HR function, including recruitment, manpower deployment, payroll coordination, employee discipline, statutory compliance, performance management and HR risk control. The role requires a highly accountable professional capable of establishing strong systems, preventing irregularities and ensuring consistent HR standards across all company locations.

1 KEY ROLES AND RESPONSIBILITIES

A. Strategic HR and Workforce Management

• Develop HR policies, SOPs, organizational structures and manpower plans.
• Maintain accurate employee records, reporting hierarchies and approved staffing requirements.
• Monitor manpower utilization, absenteeism, attrition and workforce costs.
• Ensure proper joining, deployment, transfer, confirmation and separation procedures.

B. Recruitment and Employee Documentation

• Control the recruitment process from approved manpower requisition to final joining.
• Ensure appropriate verification of qualifications, experience, identity and required documents.
• Prevent unauthorized appointments, unapproved salary commitments and incomplete employee records.
• Establish recruitment targets, timelines and accountability for hiring personnel.

C. Attendance, Payroll and Cost Control

• Ensure payroll inputs are reconciled with attendance, leave, overtime, salary changes and separation records.
• Coordinate with Finance and Accounts to identify and resolve discrepancies before payroll finalization.
• Monitor manpower costs, unauthorized payments, duplicate records and unsupported claims.
• Ensure timely processing of payroll-related obligations in accordance with applicable law and approved policies.

D. Statutory Compliance and HR Governance

• Maintain a compliance calendar for applicable employment, wage, social security and labour-related obligations.
• Ensure required records, returns, registrations and supporting documents are maintained by responsible personnel.
• Coordinate statutory audits, inspections, notices and compliance reviews.
• Escalate legal exposure, compliance failures and unresolved audit observations promptly.

E. Discipline and Employee Relations

• Manage employee grievances, misconduct cases, absenteeism and disciplinary procedures.
• Ensure that show-cause notices, employee explanations, investigations and decisions are properly documented.
• Ensure fair treatment, consistent procedures and opportunities to respond where required.
• Maintain confidential records and escalate serious matters through authorized channels.

F. Performance and Organizational Development

• Establish measurable KPIs for HR personnel, supervisors and employees in coordination with management.
• Monitor appraisals, probation reviews, training, promotions and performance improvement plans.
• Develop employee retention, leadership development and succession planning initiatives.
• Hold responsible personnel accountable for HR deliverables and corrective actions.

G. Internal Controls, Audits and Reporting

• Conduct periodic HR audits across offices and operational sites.
• Reconcile approved manpower with actual deployment and attendance records.
• Investigate suspected HR irregularities through authorized and impartial procedures.
• Maintain accurate HR MIS covering manpower, recruitment, payroll exceptions, attrition, compliance and pending cases.
• Implement corrective actions within approved deadlines and report unresolved risks to management.

2. AUTHORITY AND ACCOUNTABILITY

The HR Head shall supervise the HR team, enforce approved HR procedures, request supporting records, initiate authorized reviews and recommend recruitment, compensation and disciplinary decisions.

All decisions exceeding delegated authority shall be submitted to the designated approving authority. The HR Head shall be accountable for HR system effectiveness, record accuracy, compliance oversight and timely escalation of material risks.

3. QUALIFICATIONS AND EXPERIENCE

• Bachelor's degree in HR, Business Administration, Commerce, Management or a relevant discipline.
• MBA / PGDM in Human Resource Management preferred.
• Significant experience in HR leadership, manpower management, employee relations and compliance oversight.
• Experience in multi-site operations, contract staffing, security services, facility management or manpower-intensive industries preferred.
• Strong knowledge of HR systems, payroll controls, documentation, MS Excel and HR reporting.

4. REQUIRED COMPETENCIES

• Strong leadership, integrity and professional discipline.
• Excellent analytical, investigation and problem-solving skills.
• Knowledge of employment compliance and HR internal controls.
• Ability to manage multiple locations and complex workforce requirements.
• Strong communication, negotiation and conflict-resolution skills.
• High standards of confidentiality, accuracy and accountability.

5. KEY PERFORMANCE INDICATORS (KPIs)

Performance shall be evaluated against management-approved targets for:

1. Recruitment turnaround time and joining ratio.
2. Employee-record completeness and manpower reconciliation.
3. Payroll accuracy and closure of discrepancies.
4. Timely completion of applicable compliance obligations.
5. Resolution of employee grievances and disciplinary cases.
6. Attrition, absenteeism and workforce productivity.
7. Timely closure of HR audit observations.
8. Accuracy of management reports and HR MIS.
9. Completion of performance reviews and approved training plans.
10. Adherence to approved manpower budgets and HR procedures.

6. GENERAL CONDITIONS

• The employee shall comply with applicable laws, company policies, SOPs and authorized management instructions.
• Confidential employee and business information shall be protected.
• Site visits and business travel may be required.
• Additional duties relevant to the position may be assigned by authorized management.
• This JD may be revised through the company's approved document-control process.