Head Human Resource

South Asian Foods Corporation; Chennai; On-site; INR 3,500,000 - 6,000,000; Full time

Job summary

South Asian Foods Corporation in Chennai seeks an experienced Head of Human Resources to lead the entire HR function, including recruitment, payroll, compliance, learning, and performance management. The role requires strategic thinking, strong leadership, and the ability to align HR initiatives with business goals.

You will oversee HR operations, develop policies, manage the HR team, and drive workforce planning for a growing organization.

Qualifications

• MBA/PGDM in HR or equivalent.
• 8–12 years of experience in HR leadership roles.
• Solid knowledge of Indian labour laws and statutory compliance.

Responsibilities

• Strategic HR management aligned with organizational goals.
• Lead end‑to‑end recruitment, including sourcing and onboarding.
• Oversee onboarding, documentation, payroll, and compliant HR processes.
• Design KPI frameworks, performance appraisal systems and reviews.
• Manage payroll processing, compensation structures, and incentives.
• Ensure statutory compliance and audits across HR functions.
• Handle employee relations, grievances, and conflict resolution.
• Develop learning and development plans and leadership development initiatives.
• Lead HR team, assign KPIs, and improve workflows and reporting.
• Prepare HR dashboards and workforce reports.

Skills

Leadership

HR Strategy

Recruitment

HR Operations

Payroll

Compliance

Employee Development

Team Management

HR Analytics

Education

MBA / PGDM in HR

Tools

HRMS

Payroll Systems

Excel

Job description

*Designation:* Head Human Resources

*Department:* Human Resources

*Experience:* 8-12 Years

*Qualification:* MBA / PGDM in Human Resources or equivalent

*Reporting To:* Managing Director / CEO

*Location:* Chennai

Job Summary

We are looking for an experienced and strategic *HR Head* to lead the entire Human Resources function, including end-to-end recruitment, HR operations, performance management, payroll, statutory compliance, employee development, and HR team management. The ideal candidate should have strong leadership skills, the ability to build effective HR processes, and experience aligning HR strategies with business objectives in a growing organization.

Key Responsibilities

1. Strategic HR Management

• Develop and implement HR strategies aligned with organizational goals and business growth.
• Establish HR policies, procedures, and systems to improve organizational effectiveness.
• Work closely with the management team on workforce planning, organizational structure, and manpower budgeting.
• Provide strategic HR guidance to business leaders and department heads.
• Support organizational expansion through effective people management practices.

2. End-to-End Recruitment

• Lead the complete recruitment cycle, from manpower planning and sourcing to selection, offer release, and onboarding.
• Develop recruitment strategies to attract qualified candidates for corporate, sales, manufacturing, and leadership positions.
• Manage recruitment teams and establish hiring targets, timelines, and productivity metrics.
• Monitor recruitment costs, time-to-hire, offer acceptance rates, and joining ratios.
• Build talent pipelines through job portals, employee referrals, recruitment agencies, social media, and other sourcing channels.
• Ensure timely closure of critical and business-sensitive positions.

3. HR Operations and Administration

• Oversee onboarding, employee documentation, KYC verification, appointment letters, confirmation letters, and employee exits.
• Establish and maintain accurate employee records and HR databases.
• Manage attendance, leave, shift management, employee transfers, and separation processes.
• Standardize HR workflows and implement systems to improve operational efficiency.
• Ensure timely and accurate HR reporting to management.

4. Performance Management and KPI

• Design and implement KPI frameworks, performance appraisal systems, and performance review processes.
• Work with department heads to define measurable performance goals and evaluation criteria.
• Monitor employee productivity and departmental performance against established targets.
• Implement Performance Improvement Plans (PIPs) for underperforming employees.
• Support succession planning, career development, and leadership assessment.

5. Payroll and Compensation Management

• Oversee monthly payroll processing, salary revisions, incentives, bonuses, and final settlements.
• Ensure accurate salary calculations, attendance inputs, deductions, and statutory contributions.
• Develop compensation structures, salary bands, and incentive policies in line with business requirements.
• Coordinate with Finance to ensure timely salary disbursement and payroll reconciliation.
• Maintain payroll confidentiality and ensure proper documentation.

6. Statutory Compliance and HR Policies

• Ensure compliance with applicable labour laws, employment regulations, and statutory requirements.
• Oversee PF, ESI, professional tax, labour welfare fund, and other applicable statutory obligations.
• Develop, review, and update employee policies, the code of conduct, disciplinary procedures, and workplace guidelines.
• Coordinate statutory audits, inspections, and compliance documentation.
• Identify HR-related legal risks and ensure appropriate corrective action.

7. Employee Relations and Grievance Management

• Handle complex employee grievances, disciplinary matters, workplace conflicts, and escalations.
• Establish fair and consistent procedures for employee concerns and disciplinary action.
• Advise management on employee-related decisions, including transfers, performance issues, and separations.
• Promote a professional, accountable, and performance-oriented work environment.

8. Learning and Development

• Identify organizational training needs in coordination with functional heads.
• Develop training plans for new joiners, managers, and existing employees.
• Oversee induction, functional training, leadership development, and capability-building initiatives.
• Evaluate training effectiveness and recommend improvements.

9. HR Team Leadership

• Lead, mentor, and manage the HR team, including recruiters and HR operations personnel.
• Allocate responsibilities, establish individual KPIs, and review team performance.
• Improve team productivity through structured workflows, reporting mechanisms, and accountability.
• Build a high-performing HR function that can support organizational expansion.

10. HR Analytics and Management Reporting

• Prepare and present HR dashboards and periodic reports to management.
• Track key metrics such as headcount, attrition, absenteeism, recruitment performance, payroll costs, and employee productivity.
• Analyse workforce trends and recommend corrective actions.
• Use HRMS and related technology to improve reporting accuracy and process efficiency.

Required Skills and Competencies

• Strong leadership, decision-making, and people-management skills.
• Proven expertise in end-to-end recruitment and HR operations.
• Strong knowledge of Indian labour laws and statutory compliance.
• Experience in payroll, compensation, KPI management, and performance appraisals.
• Excellent communication, negotiation, and conflict-resolution skills.
• Strong analytical, planning, and problem-solving abilities.
• Proficiency in HRMS, payroll systems, Excel, and HR reporting tools.
• Ability to manage multiple priorities in a fast-paced, growing organization.
• Strong business acumen and the ability to work closely with senior management.

Key Performance Indicators (KPIs)

• Recruitment Efficiency: Achievement of monthly hiring targets and timely closure of vacancies.
• Time-to-Hire: Reduction in average recruitment turnaround time.
• Joining Ratio: Improvement in the ratio of accepted offers to actual joiners.
• Recruitment Team Productivity: Achievement of individual and team hiring targets.
• Payroll Accuracy: Timely processing of payroll with minimal errors.
• Statutory Compliance: Timely completion of applicable statutory filings and payments.
• HR Operations: Timely completion of onboarding, documentation, confirmation, and exit formalities.
• Performance Management: Completion of KPI setting, performance reviews, and appraisal cycles within deadlines.
• Attrition Management: Monitoring employee turnover and implementing retention measures where appropriate.
• Attendance Management: Monitoring absenteeism, attendance compliance, and punctuality.
• Training Effectiveness: Completion of planned training and assessment of its effectiveness.
• HR Team Performance: Achievement of individual and departmental HR targets.
• Management Reporting: Timely submission of accurate HR dashboards and workforce reports.

Ideal Candidate Profile

The ideal candidate should be a hands-on HR leader capable of managing both strategic HR initiatives and day-to-day HR operations. The candidate must be comfortable leading a team, driving end-to-end recruitment, implementing structured HR processes, ensuring compliance, and partnering with management to support business growth.

*Note:* Candidates with experience in manufacturing, FMCG, sales-driven organizations, or fast-growing companies will be preferred.