Chief People Officer

Tanvi Exports; Rajkot; On-site; INR 1,200,000 - 2,000,000; Full time

Job summary

Tanvi Exports in Rajkot, Gujarat, seeks an experienced HR Leader to design and execute the people strategy aligned with business growth. You will lead talent acquisition, leadership development, performance management, compensation, employee relations, and HR analytics to enable a high-performance culture.

You will partner with CEOs and department heads to build governance, policies, succession plans, and change management initiatives, ensuring compliance with local labour laws and fostering an

Responsibilities

• People Strategy - Develop and execute the organisation-wide people strategy aligned with business objectives and growth plans.
• Organisation Structure - Design effective organisational structures, reporting systems, manpower plans and succession frameworks.
• Talent Acquisition - Lead recruitment strategy for senior management, designers, CAD teams, production, quality, merchandising, sales and support functions.
• Leadership Development - Build leadership-development programs, identify high-potential employees and create succession plans for critical positions.
• Performance Management - Establish KPIs, KRAs, appraisal systems, performance reviews and performance-improvement mechanisms across departments.
• Employee Engagement - Build a high-performance culture, improve employee engagement, motivation, communication and retention.
• Learning & Development - Identify skill gaps and implement training programs covering technical, managerial, behavioural and leadership capabilities.
• Compensation & Benefits - Develop competitive salary structures, incentives, performance-linked compensation, benefits and reward systems.
• HR Policies - Create, implement and continuously improve HR policies, employee handbook, code of conduct, attendance, leave, disciplinary and grievance policies.
• Employee Relations - Handle employee grievances, disciplinary matters, workplace conflicts and sensitive people-related issues fairly and professionally.
• Workforce Productivity - Partner with business and production HODs to improve manpower utilisation, productivity, absenteeism, overtime and labour efficiency.
• Culture Building - Establish organisational values, behavioural standards and a culture of accountability, ownership, innovation and collaboration.
• HR Analytics - Develop HR dashboards covering headcount, attrition, absenteeism, hiring, productivity, training, performance and manpower costs.
• Succession - Planning Ensure succession plans exist for critical roles and reduce dependence on individual employees.
• Compliance - Ensure compliance with applicable labour laws, statutory requirements, workplace policies and employment regulations.
• Change Management - Lead people-side implementation of organisational restructuring, technology adoption, expansion and other business transformations.
• Employer Branding - Build the company's employer brand through professional recruitment practices, employee communication and industry engagement.
• HR Technology - Drive implementation and effective use of HRMS, attendance, payroll, recruitment, performance and employee-data systems.
• Management Advisory - Act as a strategic advisor to the CEO/Board on organisational capability, leadership, manpower costs and people-related risks.
• People Governance - Establish strong HR governance, ensure consistency across departments and maintain confidentiality and professionalism in people matters.

Job description

• 1. People Strategy - Develop and execute the organisation-wide people strategy aligned with business objectives and growth plans.
• 2. Organisation Structure - Design effective organisational structures, reporting systems, manpower plans and succession frameworks.
• 3. Talent Acquisition - Lead recruitment strategy for senior management, designers, CAD teams, production, quality, merchandising, sales and support functions.
• 4. Leadership Development - Build leadership-development programs, identify high-potential employees and create succession plans for critical positions.
• 5. Performance Management - Establish KPIs, KRAs, appraisal systems, performance reviews and performance-improvement mechanisms across departments.
• 6. Employee Engagement - Build a high-performance culture, improve employee engagement, motivation, communication and retention.
• 7. Learning & Development - Identify skill gaps and implement training programs covering technical, managerial, behavioural and leadership capabilities.
• 8. Compensation & Benefits - Develop competitive salary structures, incentives, performance-linked compensation, benefits and reward systems.
• 9. HR Policies - Create, implement and continuously improve HR policies, employee handbook, code of conduct, attendance, leave, disciplinary and grievance policies.
• 10. Employee Relations - Handle employee grievances, disciplinary matters, workplace conflicts and sensitive people-related issues fairly and professionally.
• 11. Workforce Productivity - Partner with business and production HODs to improve manpower utilisation, productivity, absenteeism, overtime and labour efficiency.
• 12. Culture Building - Establish organisational values, behavioural standards and a culture of accountability, ownership, innovation and collaboration.
• 13. HR Analytics - Develop HR dashboards covering headcount, attrition, absenteeism, hiring, productivity, training, performance and manpower costs.
• 14. Succession - Planning Ensure succession plans exist for critical roles and reduce dependence on individual employees.
• 15. Compliance - Ensure compliance with applicable labour laws, statutory requirements, workplace policies and employment regulations.
• 16. Change Management - Lead people-side implementation of organisational restructuring, technology adoption, expansion and other business transformations.
• 17. Employer Branding - Build the company's employer brand through professional recruitment practices, employee communication and industry engagement.
• 18. HR Technology - Drive implementation and effective use of HRMS, attendance, payroll, recruitment, performance and employee-data systems.
• 19. Management Advisory - Act as a strategic advisor to the CEO/Board on organisational capability, leadership, manpower costs and people-related risks.
• 20. People Governance - Establish strong HR governance, ensure consistency across departments and maintain confidentiality and professionalism in people matters.