HR Transformation Planning Executive

Position Title: Head – Human Resources Department: Human Resources Reports To: Managing Director / CEO Corporate Office – Chatha Foods (Mohali, Punjab) To lead the Human Resources function at Chatha Foods by designing and implementing progressive HR strategies, policies, and systems that drive organizational growth, workforce productivity, and a high-performance culture. The HR Head will align people strategy with business goals, ensuring compliance, employee engagement, and leadership pipeline development across all plants, sales offices, and corporate functions. KEY RESPONSIBILITIES – HEAD OF HR STRATEGIC HR LEADERSHIP Formulate and drive the HR strategy that supports Chatha Foods’ short-term and long-term Align HR roadmap with business expansion (plants, new markets, export growth, retail channels). Partner with the leadership team to provide HR insights for strategic decision-making. Develop change management frameworks to support business transformation (automation, Act as a trusted advisor to the MD/CEO and senior leadership on people-related issues. TALENT ACQUISITION & MANAGEMENT Build a robust recruitment process (screening, assessment, competency-based interviews). Manage leadership hiring and succession planning for critical roles. Establish partnerships with colleges, institutes, and industry bodies for campus recruitment. Maintain an internal talent pool through career pathing and talent mapping. Ensure high-quality onboarding and induction to accelerate cultural alignment. Build and monitor talent retention strategies (career growth, recognition, development). Design and implement annual employee engagement surveys, analyse results, and create action Institutionalize platforms for two-way communication (town halls, pulse surveys, feedback Drive Diversity, Equity & Inclusion (DEI) initiatives across levels. Create and reinforce a positive workplace culture driven by Chatha Foods’ values. Strengthen employer branding through internal campaigns and external presence (awards, HR PERFORMANCE & CAPABILITY DEVELOPMENT Institutionalize a Performance Management System (PMS) with goal seting, continuous feedback, and annual reviews. Promote a culture of meritocracy by linking appraisals and rewards to performance outcomes. Build structured learning & development calendars with technical, functional, and leadership training. Partner with external agencies to deliver capability-building programs (manufacturing excellence, HR OPERATIONS & COMPLIANCE Oversee payroll, time & attendance, leave management, and employee records with 100% Ensure compliance with all statutory requirements – PF, ESIC, Gratuity, Bonus, Maternity, Factories Regularly conduct HR and labour audits across corporate and plant locations. Standardize and update HR policies, employee handbook, and code of conduct periodically. Implement a centralized HRMS for digitization of HR processes (recruitment, attendance, appraisal, Drive continuous improvement in HR processes to reduce manual intervention and enhance employee experience. Lead HR due diligence for business expansions, audits, and investor reviews. COMPENSATION & BENEFITS Conduct annual benchmarking of compensation structures against FMCG/food sector peers. Design performance-linked incentive programs for corporate, sales, and plant staff. Manage salary reviews, promotions, and reward recognition programs (monetary & nonmonetary). Oversee administration of employee benefits (insurance, medical, canteen, transport). Develop policies for work-life balance and well-being (flexibility, wellness programs, safety). Ensure fairness and transparency in compensation practices to drive trust and retention. INDUSTRIAL RELATIONS (IF APPLICABLE AT PLANTS) Liaise with local labour departments and government authorities on compliance. Build positive relations with plant-level workforce to minimize disruptions. Managing Director / CEO - Align HR strategy with overall business goals and growth vision Plant Heads / Operations - Workforce planning, productivity management, industrial relations Functional Heads (Sales, Finance, Supply Chain, QA, R&D)- Fulfill talent needs, enable performance management, build capability Line Managers - Provide guidance on people management, coaching, grievance handling Employees (all levels) - Engagement, welfare, career development, communication of policies Board / Investors (if applicable) - Share HR metrics, leadership pipeline progress, and organizational health Recruitment Partners / Consultants - Build strong talent pipeline and leadership hiring Training & Development Partners - Deliver skill development, leadership programs, and certifications Statutory & Regulatory Authorities - Ensure compliance with labour laws, POSH, and social security Industry Bodies / HR Forums - Employer branding, best practices, benchmarking Welfare & Benefit Vendors (Insurance, Canteen, etc.) - Auditors (Internal / External)- HR audits, statutory compliance, and certifications