DGM HR

JOB DESCRIPTION

DGM – HUMAN RESOURCES

1. Role Snapshot

The HR function supports a multi-location workforce covering corporate manufacturing depot and sales operations with a strong requirement for HR governance talent acquisition employee engagement payroll coordination compliance HR systems workforce planning and business partnering.

3. Position Overview

The DGM – Human Resources will lead the end-to-end HR function across the organisation and act as a strategic HR business partner to senior leadership. The role will be responsible for aligning people strategy with business objectives while ensuring strong HR operations talent acquisition employee lifecycle management payroll governance compliance performance management employee engagement and HR analytics.

The role requires a hands-on and business-oriented HR leader capable of managing HR priorities across Head Office Factory Depots Pan-India Sales operations while driving consistency process discipline and employee experience across locations.

4. Key Responsibilities

A. HR Strategy & Business Partnership

• Develop and execute HR strategies aligned with annual and long-term business objectives.
• Partner with the Managing Director VP – HR and functional leaders on organisation structure manpower planning talent and employee matters.
• Translate business requirements into practical HR policies processes and people initiatives.
• Provide leadership with insights on workforce cost attrition hiring productivity employee relations and people risks.
• Support organisation development workforce optimisation and change-management initiatives.

B. HR Operations & Employee Lifecycle

• Ensure smooth and standardised HR operations across Head Office Factory Depots Pan-India Sales.
• Oversee joining formalities onboarding induction documentation transfers promotions confirmations separations and full-and-final processes.
• Strengthen HR SOPs process controls documentation standards and service levels.
• Ensure employee records and HR documentation are accurate complete and audit-ready.
• Drive consistent application of HR policies across locations and functions.

C. Talent Acquisition & Manpower Planning

• Lead workforce planning in line with business growth plans and approved manpower budgets.
• Oversee end-to-end recruitment for corporate factory depot sales and other critical positions.
• Build effective sourcing strategies using job portals professional networks referrals recruitment partners and other channels.
• Partner with business heads on job descriptions candidate evaluation salary fitment and offer closure.
• Monitor recruitment turnaround time quality of hire offer-to-joining ratio and manpower gaps.

D. Sales HR – Pan-India

• Provide HR partnership to the Pan-India Sales teams.
• Support manpower planning sales hiring onboarding transfers retention and employee engagement across geographically dispersed teams.
• Work closely with Sales leadership on organisation structure field manpower requirements and people-related business issues.
• Monitor sales employee lifecycle data attrition vacancies and workforce productivity indicators.
• Use Field Assist and HR data to support people reporting and field-force management.

E. HRMS & HR Technology

• Own and continuously improve the use of Keka HRMS across HR processes.
• Ensure accurate employee master data attendance leave employee lifecycle transactions and HR reports.
• Drive process automation and reduce manual HR activities through effective HR technology usage.
• Coordinate with system vendors / internal stakeholders for configuration issue resolution enhancements and user adoption.
• Leverage Field Assist data for Sales workforce-related HR reporting where relevant.

F. Payroll & Compensation Management

• Oversee monthly payroll processes in coordination with the payroll function and relevant stakeholders.
• Ensure payroll inputs such as attendance leave incentives deductions reimbursements and employee changes are accurate and timely.
• Review salary structures increments promotions and compensation proposals within approved frameworks.
• Ensure appropriate coordination for PF ESIC Professional Tax TDS and other statutory payroll requirements.
• Analyse payroll costs and provide management-level reporting on manpower and compensation.

G. Factory HR & Employee Relations

• Partner with Factory leadership on workforce planning employee relations discipline and engagement.
• Support compliance with applicable labour laws standing orders wage requirements and statutory obligations.
• Manage employee grievances disciplinary matters absenteeism and workforce-related issues with appropriate documentation.
• Support contract labour / manpower governance and coordination with relevant stakeholders.
• Promote a productive safe and positive workplace culture.

H. Compliance Audit & Governance

• Ensure HR policies and processes comply with applicable labour employment and statutory requirements.
• Maintain statutory records and documentation required for internal and external audits.
• Coordinate HR audits and close identified gaps within agreed timelines.
• Establish strong controls around employee documentation payroll attendance leave and HR transactions.
• Keep management updated on material HR compliance risks and corrective actions.

I. Performance Management

• Drive the performance management cycle including goal setting reviews appraisals and feedback.
• Ensure performance processes are completed on time and aligned with business priorities.
• Support managers in setting measurable KRAs / KPIs and handling performance-related discussions.
• Identify performance trends and support development or corrective action plans where required.

J. Learning & Development

• Identify organisation-wide and functional training needs through business discussions performance data and capability gaps.
• Develop annual training plans and coordinate internal / external learning interventions.
• Support leadership development functional capability building and employee skill enhancement.
• Evaluate training effectiveness and maintain appropriate training records.

K. Employee Engagement & Culture

• Develop and execute employee engagement initiatives across locations.
• Strengthen communication recognition employee connect and workplace culture.
• Coordinate employee events celebrations engagement activities and feedback mechanisms.
• Monitor employee sentiment and identify practical initiatives to improve employee experience and retention.

L. Employee Relations & Grievance Management

• Act as an escalation point for complex employee relations matters.
• Ensure grievances are heard investigated documented and resolved appropriately.
• Guide managers on people issues disciplinary processes and policy interpretation.
• Maintain confidentiality and fairness in sensitive employee matters.

M. HR MIS Analytics & Management Reporting

• Develop and present periodic HR MIS and dashboards for senior management.
• Track headcount vacancies recruitment status attrition payroll cost attendance manpower cost and other key HR metrics.
• Analyse trends and convert HR data into actionable business insights.
• Maintain accurate and timely management reports for Head Office Factory Depots and Sales operations.

5. Leadership Expectations

• Provide strong HR leadership with a balance of strategic thinking and hands-on execution.
• Build accountability process discipline and service orientation within the HR function.
• Set clear priorities monitor delivery and ensure timely closure of HR initiatives.
• Create strong collaboration between HR and business functions.
• Maintain confidentiality integrity and professionalism in all people-related matters.
• Continuously improve HR processes through technology data and structured governance.

6. HR Technology & Systems

• Keka HRMS – employee lifecycle attendance / leave HR records and reporting.
• Field Assist – Sales employee / field-force related information and reporting.
• Microsoft Excel / dashboards – HR MIS workforce analytics and management reporting.
• Other digital tools and portals used for recruitment payroll compliance and employee communication.

7. Role Note

This Job Description is intended to define the key responsibilities and expectations of the DGM – Human Resources role. The scope may evolve based on organisational priorities business growth statutory requirements and management direction.

Required Skills:

HR Human Resource IR Industrial Relations