Head Human Resource

Red Envelope Consultants; Kolkata District; On-site; INR 3,500,000 - 7,000,000; Full time

Job summary

Red Envelope Consultants seeks an experienced HR leader to shape organization design, leadership development, performance management, and culture across its Kolkata operations.

The role partners with senior management and the Chairman to drive governance, talent acquisition, and change management, ensuring manufacturing excellence and strong labour relations. MBA/PGDM in HR with 15–25 years in manufacturing is preferred.

Qualifications

• MBA / PGDM in Human Resources from a reputed institution.
• Minimum 10 years of HR experience, preferably 15–25 years.
• Age preferably between 40 and 50 years.
• Strong exposure to manufacturing organizations.
• Experience working with both corporate office and plant operations.
• Sound knowledge of labour laws, industrial relations, and workforce management.
• Proven experience in organizational development, change management, leadership development, and performance management.
• Ability to work closely with promoters, senior management, and functional heads.
• Strong leadership, communication, influencing, and stakeholder management skills.
• Stable career history with long tenures; candidates with frequent job changes will not be considered.

Responsibilities

• Review and optimize organization structure and manpower across all functions; define reporting lines and spans of control.
• Develop second-line leadership and succession planning; create development plans for future leaders.
• Strengthen KRAs, KPIs, and performance review systems; ensure clear objectives and measurable outcomes.
• Facilitate organizational transformation; support new systems and governance structures.
• Identify capability gaps; develop annual training and development plans; establish programs for management and leadership levels.
• Foster a positive, disciplined, performance-oriented culture; enhance communication between management and employees.
• Provide strategic guidance on labour relations and workforce risks; maintain healthy relationships with unions and workers.
• Strengthen HR policies, governance mechanisms, and HR practices in support of business growth.
• Drive talent acquisition and build a capability pipeline across functions and leadership roles.
• Act as trusted adviser to the Chairman on people, leadership, culture, and organizational capability matters.

Skills

Leadership

Stakeholder management

Change management

Organizational development

Labour relations

Communication skills

Education

MBA / PGDM in Human Resources

Job description

Role & responsibilities

1. Organization Structure & Manpower Optimization

• Review and continuously improve the organizational structure across all functions and business units.


• Define clear reporting relationships, roles, responsibilities, and spans of control.


• Ensure optimum utilization of manpower across plants, departments, and offices.


• Identify duplication of work, manpower gaps, and organizational inefficiencies.


• Recommend restructuring initiatives to improve productivity and accountability.

2. Leadership Development & Succession Planning

• Develop second-line leadership across the organization.


• Identify high-potential employees and create development plans for future leadership roles.


• Work closely with functional heads to build stronger management capabilities.


• Create succession plans for critical positions.

3. Performance Management & Accountability

• Strengthen KRAs, KPIs, and performance review systems across the company.


• Ensure every employee has clearly defined objectives and measurable outcomes.


• Drive a culture of ownership, accountability, and performance.


• Support management in reviewing departmental effectiveness and productivity.

4. Change Management & Organizational Development

• Act as a facilitator for organizational transformation and professionalization initiatives.


• Support implementation of new systems, processes, reporting structures, and management practices.


• Help employees adapt to organizational changes through communication and engagement.


• Build alignment between company goals and employee objectives.

5. Talent Development & Training

• Identify capability gaps across departments.


• Develop annual training and development plans.


• Establish programs for management trainees, supervisors, middle management, and senior leadership.


• Promote continuous learning and skill enhancement throughout the organization.

6. Culture Building & Employee Engagement

• Help create a positive, disciplined, and performance-oriented work culture.


• Strengthen communication between management and employees.


• Promote organizational values, teamwork, collaboration, and employee development.


• Improve employee engagement, retention, and workplace satisfaction.

7. Industrial Relations & Labour Management

• Provide strategic guidance on labour relations and industrial relations matters.


• Maintain healthy relationships with workers, unions, and labour representatives wherever applicable.


• Advise management on labour law compliance and workforce-related risks.


• Support plant management in handling sensitive labour issues and workforce challenges.

8. HR Governance & Policy Framework

• Review and strengthen HR policies, systems, and governance mechanisms.


• Ensure HR practices support business growth and long-term organizational objectives.


• Guide the HR team on best practices while maintaining practical and business-oriented approaches.

9. Talent Acquisition & Organizational Capability Building

• Continuously identify talent gaps across functions and business units and proactively develop plans to strengthen the organization.


• Build and maintain a strong external network of industry professionals, consultants, recruitment partners, educational institutions, and potential future leaders.


• Constantly scan the market for high-potential talent who can strengthen the companys leadership pipeline and future growth plans.


• Work with business heads to identify current and future manpower requirements arising from expansion, diversification, succession planning, and organizational restructuring.


• Drive recruitment of key managerial, technical, commercial, and leadership positions.


• Develop a talent pipeline so that critical positions can be filled quickly with quality candidates.


• Ensure that the company consistently attracts, develops, and retains high-calibre professionals.

Strategic Partner to the Chairman

• Act as a trusted advisor to the Chairman on all people, leadership, organization, culture, and capability-related matters.


• Provide independent assessments of organizational strengths, weaknesses, talent gaps, succession risks, and leadership effectiveness.


• Assist the Chairman in building a high-performance organization capable of supporting the companys long‑term growth ambitions.


• Work closely with departmental heads to ensure that people, structure, and accountability remain aligned with business objectives.


• Serve as a catalyst for organizational excellence, leadership development, and continuous improvement across the company.

Preferred candidate profile

• MBA / PGDM in Human Resources from a reputed institution.


• Minimum 10 years of relevant HR experience, preferably 15-25 years.


• Age preferably between 40 and 50 years.


• Strong exposure to manufacturing organizations.


• Experience working with both corporate office and plant operations.


• Sound knowledge of labour laws, industrial relations, and workforce management.


• Proven experience in organizational development, change management, leadership development, and performance management.


• Ability to work closely with promoters, senior management, and functional heads.


• Strong leadership, communication, influencing, and stakeholder management skills.


• Stable career history with long tenures in previous organizations. Candidates with frequent job changes will not be considered.