AGM HR / Manager HR

Schnell Energy Equipments Pvt Ltd; Chennai District; On-site; INR 1,800,000 - 3,000,000; Full time

Job summary

Schnell Energy Equipments Pvt Ltd in Chennai seeks an experienced HR leader to design and execute HR strategies aligned with business goals. You will advise senior leadership, manage manpower planning, and drive HR transformation across the organization, mentoring the HR team and building robust policies and processes.

This role covers performance management, employee relations, compensation & benefits, learning and development, statutory compliance, HRIS, analytics, and culture initiatives.

Responsibilities

• Develop and implement HR strategies aligned with business objectives.
• Advise the MD/CEO/Business Heads on people-related matters.
• Prepare annual HR budgets, manpower plans and HR action plans.
• Establish HR policies, procedures and organizational systems.
• Drive HR transformation and continuous improvement initiatives.
• Lead and mentor the HR team.
• Prepare annual and monthly manpower plans based on business requirements.
• Manage the complete recruitment cycle from requisition to onboarding.
• Develop sourcing strategies for critical and difficult-to-fill positions.
• Monitor recruitment TAT, cost per hire and hiring fulfillment.
• Ensure effective onboarding and induction of new employees.
• Develop talent pipelines for key positions.
• Design and implement KRA/KPI-based performance management systems.
• Coordinate annual performance appraisal and increment processes.
• Monitor departmental KPI achievement.
• Identify performance gaps and implement Performance Improvement Plans (PIP).
• Support managers in setting measurable KRAs and KPIs.
• Manage employee grievances and workplace conflicts.
• Handle disciplinary procedures, misconduct cases and domestic enquiries.
• Promote positive employee relations and workplace culture.
• Conduct employee engagement initiatives.
• Monitor employee satisfaction and retention.
• Conduct exit interviews and analyze attrition trends.
• Manage salary structures, grades and compensation benchmarking.
• Coordinate annual increments, promotions and incentives.
• Review compensation competitiveness and internal equity.
• Manage employee benefits such as insurance, medical benefits, PF, ESI and other welfare schemes.
• Monitor payroll inputs and ensure timely and accurate processing.
• Conduct training needs analysis.
• Prepare annual training calendars and budgets.
• Implement technical, behavioural and leadership development programs.
• Measure training effectiveness.
• Develop competency frameworks and career development plans.
• Support succession planning and talent development.
• Ensure compliance with applicable labour laws and statutory requirements.
• Monitor PF, ESI, PT, Bonus, Gratuity, Minimum Wages, Standing Orders, Shops & Establishments/Factories requirements, as applicable.
• Coordinate statutory inspections and audits.
• Maintain statutory registers and records.
• Ensure timely statutory returns and payments.
• Keep management updated on changes in labour legislation.
• Manage attendance, leave, employee records and HR documentation.
• Ensure effective utilization of HRMS/HRIS systems.
• Monitor attendance regularization and payroll inputs.
• Maintain employee master data.
• Develop HR dashboards and MIS reports.
• Improve HR processes through automation and digitization.
• Develop and monitor key HR metrics such as: Employee Turnover Rate, Absenteeism Rate, Hiring Fulfillment Rate, Time to Hire, Cost per Hire, Open Position Aging, Training Completion Rate, Employee Satisfaction Index, Manpower Cost, Revenue per Employee, Productivity, Retention Rate
• Plan and execute employee engagement programs.
• Organize events such as Annual Day, Independence Day, Republic Day, Women's Day, Sports Day and cultural celebrations.
• Promote employee recognition and reward programs.
• Strengthen organizational culture and employee communication.
• Conduct employee feedback/satisfaction surveys.
• Manage security, housekeeping, transport and facility management.
• Monitor office/factory infrastructure and employee facilities.
• Manage vendor contracts and administrative expenses.
• Ensure workplace safety and statutory requirements.
• Monitor company assets and administrative services.
• Coordinate emergency preparedness and safety initiatives.
• Monitor worker relations and shop-floor HR activities.
• Coordinate with worker representatives/unions where applicable.
• Monitor productivity, absenteeism and discipline.
• Handle grievances and disciplinary cases.
• Support production manpower planning.
• Ensure compliance with factory-related labour requirements.
• Coordinate internal, customer and social compliance audits.
• Ensure closure of HR-related audit observations.
• Maintain HR policies, SOPs and supporting documentation.
• Support audits such as SMETA, Sedex, RBA, SA8000, ISO and customer audits, where applicable.
• Prepare and present monthly/quarterly HR reports to senior management covering: Manpower, Recruitment, Attrition, Attendance, Payroll, Training, Performance, Employee Relations, Compliance, HR Cost, Engagement
• Work closely with functional heads to understand business requirements.
• Translate business requirements into HR solutions.
• Support organizational .

Job description

1. HR Strategy & Leadership

• Develop and implement HR strategies aligned with business objectives.
• Advise the MD/CEO/Business Heads on people-related matters.
• Prepare annual HR budgets, manpower plans and HR action plans.
• Establish HR policies, procedures and organizational systems.
• Drive HR transformation and continuous improvement initiatives.
• Lead and mentor the HR team.

2. Manpower Planning & Recruitment

• Prepare annual and monthly manpower plans based on business requirements.
• Manage the complete recruitment cycle from requisition to onboarding.
• Develop sourcing strategies for critical and difficult-to-fill positions.
• Monitor recruitment TAT, cost per hire and hiring fulfillment.
• Ensure effective onboarding and induction of new employees.
• Develop talent pipelines for key positions.

3. Performance Management

• Design and implement KRA/KPI-based performance management systems.
• Coordinate annual performance appraisal and increment processes.
• Monitor departmental KPI achievement.
• Identify performance gaps and implement Performance Improvement Plans (PIP).
• Support managers in setting measurable KRAs and KPIs.

4. Employee Relations

• Manage employee grievances and workplace conflicts.
• Handle disciplinary procedures, misconduct cases and domestic enquiries.
• Promote positive employee relations and workplace culture.
• Conduct employee engagement initiatives.
• Monitor employee satisfaction and retention.
• Conduct exit interviews and analyze attrition trends.

5. Compensation & Benefits

• Manage salary structures, grades and compensation benchmarking.
• Coordinate annual increments, promotions and incentives.
• Review compensation competitiveness and internal equity.
• Manage employee benefits such as insurance, medical benefits, PF, ESI and other welfare schemes.
• Monitor payroll inputs and ensure timely and accurate processing.

6. Learning & Development

• Conduct training needs analysis.
• Prepare annual training calendars and budgets.
• Implement technical, behavioural and leadership development programs.
• Measure training effectiveness.
• Develop competency frameworks and career development plans.
• Support succession planning and talent development.

7. Statutory Compliance & Labour Laws

• Ensure compliance with applicable labour laws and statutory requirements.
• Monitor PF, ESI, PT, Bonus, Gratuity, Minimum Wages, Standing Orders, Shops & Establishments/Factories requirements, as applicable.
• Coordinate statutory inspections and audits.
• Maintain statutory registers and records.
• Ensure timely statutory returns and payments.
• Keep management updated on changes in labour legislation.

8. HR Operations & HRIS

• Manage attendance, leave, employee records and HR documentation.
• Ensure effective utilization of HRMS/HRIS systems.
• Monitor attendance regularization and payroll inputs.
• Maintain employee master data.
• Develop HR dashboards and MIS reports.
• Improve HR processes through automation and digitization.

9. HR Analytics & MIS

• Develop and monitor key HR metrics such as:
• Employee Turnover Rate
• Absenteeism Rate
• Hiring Fulfillment Rate
• Time to Hire
• Cost per Hire
• Open Position Aging
• Training Completion Rate
• Employee Satisfaction Index
• Manpower Cost
• Revenue per Employee
• Productivity
• Retention Rate

10. Employee Engagement & Culture

• Plan and execute employee engagement programs.
• Organize events such as Annual Day, Independence Day, Republic Day, Women's Day, Sports Day and cultural celebrations.
• Promote employee recognition and reward programs.
• Strengthen organizational culture and employee communication.
• Conduct employee feedback/satisfaction surveys.

11. Administration

• Manage security, housekeeping, transport and facility management.
• Monitor office/factory infrastructure and employee facilities.
• Manage vendor contracts and administrative expenses.
• Ensure workplace safety and statutory requirements.
• Monitor company assets and administrative services.
• Coordinate emergency preparedness and safety initiatives.

12. Industrial Relations & Factory HR

• Manage worker relations and shop-floor HR activities.
• Coordinate with worker representatives/unions where applicable.
• Monitor productivity, absenteeism and discipline.
• Handle grievances and disciplinary cases.
• Support production manpower planning.
• Ensure compliance with factory-related labour requirements.

13. Audit & Compliance

• Coordinate internal, customer and social compliance audits.
• Ensure closure of HR-related audit observations.
• Maintain HR policies, SOPs and supporting documentation.
• Support audits such as SMETA, Sedex, RBA, SA8000, ISO and customer audits, where applicable.

14. Management Reporting

• Prepare and present monthly/quarterly HR reports to senior management covering:
• Manpower
• Recruitment
• Attrition
• Attendance
• Payroll
• Training
• Performance
• Employee Relations
• Compliance
• HR Cost
• Engagement

15. Strategic HR Business Partnering

• Work closely with functional heads to understand business requirements.
• Translate business requirements into HR solutions.
• Support organizational .