Lead HR

Aswani Industries Private Limited; Surat; On-site; INR 4,000,000 - 6,000,000; Full time

Job summary

Aswani Industries Private Limited seeks a Deputy General Manager – Human Resources to lead HR, organizational development, and digital transformation across national operations. The role focuses on scaling workforce planning, modernizing HRIS, payroll automation, and governance to sustain a high-performance culture.

The candidate should possess 12+ years of experience in diverse industrial settings and a post-graduate HR/IR degree, with proven cross-functional leadership and change management

Qualifications

• Post-graduate degree in Human Resources / Industrial Relations (MBA-HR or equivalent).
• 12+ years of experience across manufacturing, corporate, and multi-unit setups at DGM/GM level.
• Strong command of modern HRMS software and statutory labor laws.

Responsibilities

• Lead Strategic Workforce Planning and SBTA initiatives for multi-state operations.
• Oversee end-to-end HRIS migration, payroll, compliance tracking, and audit readiness.

Skills

HR leadership

Change management

Cross-functional leadership

Digital transformation

People analytics

Education

Post-graduate degree in HR/IR (MBA-HR)

Tools

Keka

Oracle HRMS

Covnark

MS Office

Job description

JOB DESCRIPTION: DEPUTY GENERAL MANAGER – HUMAN RESOURCES

Position Title: Deputy General Manager (DGM) – Human Resources

Reports To: Chief Operating Officer (COO) / Board of Directors

Department: Human Resources & Organizational Development

Scope: National/Multi-State Operational Network, Manufacturing/Factory Units, Corporate Offices, and Distribution Networks

POSITION PURPOSE

To direct, scale, and transform the human resources, personnel, and training functions within strategic budgetary limits. The role is designed to optimize organizational performance, foster a high-performance culture, and implement cutting-edge HR technologies. The DGM - HR will bridge strategic corporate planning with ground-level operational execution, ensuring total compliance, high employee engagement, and sustainable workforce growth.

STRATEGIC WORKFORCE PLANNING & TALENT ARCHITECTURE

• Skills-Based Talent Architecture (SBTA): Transition the organization away from static job descriptions toward a dynamic, future-focused skills-based model by developing a "Universal Skills Taxonomy" across all major business functions (Sales, Marketing, Operations).
• Workforce Forecasting & Expansion: Lead annual Strategic Workforce Planning initiatives to align staffing and upskilling requirements with multi-year business expansion plans (e.g., addressing skill gaps in digital, automation, and technical fields).
• Advanced Talent Acquisition & ATS Implementation: Design robust recruitment plans and deploy automated Applicant Tracking Systems (ATS) to manage proprietary databases, direct sourcing, head-hunting, and agency coordination, cutting time-to-hire by up to 35%.
• Internal Mobility & Career Pathing: Deploy interactive employee-facing "Skill-Path" dashboards and Employee Self-Service (ESS) tools to map career tracks, boost internal fill rates for senior roles, and significantly reduce voluntary turnover.

DIGITAL TRANSFORMATION & HR INFORMATION SYSTEMS (HRIS)

• End-to-End HR Tech Migration: Manage full-scale migrations from legacy systems to unified, cloud-based HRMS platforms (such as Keka, Prism, or Oracle-based architecture).
• Online Payroll & Statutory Automation: Oversee end-to-end digital payroll processing, automated statutory compliance tracking, online leave management, and digital document management systems to improve audit readiness.
• People Analytics & Dashboarding: Establish a robust People Analytics function providing real-time executive dashboards to track retention predictions, flight risks, salary equity, and monthly headcount budgeting.

PERFORMANCE MANAGEMENT SYSTEM (PMS) & TALENT DEVELOPMENT

• Continuous Feedback & Development (CFD): Overhaul rigid annual and quarterly performance review processes, replacing them with agile, continuous feedback models integrated with goal-setting software.
• 360-Degree Feedback & ESS Integration: Digitize multi-tier appraisal workflows (manager, peer, and self-ratings) into the ESS HRIS module, cutting administrative processing time by 50% and linking Key Result Areas (KRAs) and Key Performance Indicators (KPIs) directly to compensation and bonus programs.
• Learning Management Systems (LMS) & Upskilling: Align training calendars with appraisal-identified needs; execute techno-functional training programs, fire safety drills on shop floors, tool-box talks, and cross-unit skill development initiatives.
• External Institutional Partnerships: Spearhead strategic skill development programs in coordination with government bodies (such as ITI tie-ups and MoU signings) to build localized talent pipelines and drive corporate social responsibility (CSR).

EMPLOYEE RELATIONS, CULTURE & ENGAGEMENT

• Rewards, Recognition & Morale: Conceptualize and drive Star Rewards policies, milestone celebrations, monthly award winner campaigns, and corporate town halls to boost employee morale.
• Grievance Handling & Counseling: Act as a central counselor for employee welfare, managing open-door policies, Job Chats, skip-level meetings, and departmental interaction sessions to address cultural fitment issues proactively.
• Employee Experience (EX) & Welfare: Organize structured indoor/outdoor team-building events, sports activities, safety workshops, and employee satisfaction initiatives to maintain high eNPS scores.

INDUSTRIAL RELATIONS (IR) & STATUTORY COMPLIANCE

• Statutory Framework Adherence: Ensure 100% compliance with labor laws and local authority mandates, including Provident Fund (PF), Employees' State Insurance Corporation (ESIC) registration/cards, Professional Tax (PT), and Shop & Establishment licenses.
• Factory Administration & Safety Compliance: Oversee EHS (Environment, Health, and Safety) parameters, security force alignments, daily labor briefings (Dali briefings), and standing order implementations across plant premises.
• Audit & Inspection Readiness: Maintain flawless statutory records, manage legal documentation for factory inspections, execute POSH (Prevention of Sexual Harassment) committee protocols, and ensure zero-finding external compliance audits.

ROUTINE PERSONNEL & ADMINISTRATIVE OPERATIONS

• Onboarding & Exit Management: Standardize end-to-end joining formalities (bank account creation, ID/visiting cards) and exit protocols (comprehensive exit interviews, counseling, charge handovers, and flawless Full & Final settlements).
• Personnel Record Management: Supervise the generation and issuance of official documentation, including appointment letters, confirmation letters, extension letters, promotion, transfer, and experience letters.
• Site & Facility Administration: Oversee branch-level and factory-level administration, security vendor management, housekeeping cleaning schedules, cafeteria/locker management, and utility billing operations.

POSITION REQUIREMENTS & SPECIFICATIONS

• Education: Post-graduate degree in Human Resources / Industrial Relations (e.g., MHRD. / MBA-HR or equivalent).
• Experience Profile: Extensive experience (12+ years) across manufacturing, corporate, and multi-unit hospitality/industrial setups, with demonstrated success at the DGM / General Manager level.
• Key Competencies:
  • Advanced proficiency in modern HRMS software (Keka, Oracle, Covnark) and Microsoft Office ecosystems.
  • Exceptional command over statutory labor legislations and industrial relations.
  • Proven track record in organizational development (OD), change management, digital transformation, and cross-functional leadership.