Head – Human Resources

Position Title:Head – Human ResourcesDepartment:Human ResourcesReports To:Managing Director / CEOLocation:Corporate Office – Chatha Foods (Mohali, Punjab)OBJECTIVE OF THE ROLETo 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, andleadership pipeline development across all plants, sales offices, and corporate functions.KEY RESPONSIBILITIES – HEAD OF HR1. STRATEGIC HR LEADERSHIPFormulate and drive the HR strategy that supports Chatha Foods’ short-term and long-termbusiness objectives.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.Lead organizational design initiatives to improve structure, reporting, and efficiency.Develop change management frameworks to support business transformation (automation,digitization, cultural change).Act as a trusted advisor to the MD/CEO and senior leadership on people-related issues.2. TALENT ACQUISITION & MANAGEMENTDevelop annual and quarterly manpower plans in line with business forecasts.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).3. EMPLOYEE ENGAGEMENT & CULTUREDesign and implement annual employee engagement surveys, analyse results, and create actionplans.Institutionalize platforms for two-way communication (town halls, pulse surveys, feedbackchannels).Drive Diversity, Equity & Inclusion (DEI) initiatives across levels.Lead corporate social responsibility (CSR)-aligned engagement activities.Create and reinforce a positive workplace culture driven by Chatha Foods’ values.Establish transparent grievance redressal systems and ensure compliance with POSH regulations.Strengthen employer branding through internal campaigns and external presence (awards, HRforums).4. PERFORMANCE & CAPABILITY DEVELOPMENTInstitutionalize a Performance Management System (PMS) with goal seting, continuous feedback,and annual reviews.Ensure each role has clear KPIs/KRAs aligned to business metrics.Promote a culture of meritocracy by linking appraisals and rewards to performance outcomes.Create Individual Development Plans (IDPs) for high-potential employees.Build structured learning & development calendars with technical, functional, and leadershiptraining.Partner with external agencies to deliver capability-building programs (manufacturing excellence,safety, leadership).Implement mechanisms for measuring training effectiveness (pre/post-assessments, ROI tracking).5. HR OPERATIONS & COMPLIANCEOversee payroll, time & attendance, leave management, and employee records with 100%accuracy.Ensure compliance with all statutory requirements – PF, ESIC, Gratuity, Bonus, Maternity, FactoriesAct, Shops & Establishment Act.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,exit).Drive continuous improvement in HR processes to reduce manual intervention and enhanceemployee experience.Lead HR due diligence for business expansions, audits, and investor reviews.6. COMPENSATION & BENEFITSConduct 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).Monitor wage agreements, compliance, and negotiations for blue-collar workforce.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.7. INDUSTRIAL RELATIONS (IF APPLICABLE AT PLANTS)Maintain harmonious relations with unions, works committees, and labour representatives.Negotiate wage settlements and collective bargaining agreements.Address disputes, disciplinary cases, and ensure statutory grievance handling.Liaise with local labour departments and government authorities on compliance.Build positive relations with plant-level workforce to minimize disruptions.RELATIONSHIP MATRIXSTAKEHOLDER (Internal):Managing Director / CEO-Align HR strategy with overall business goals and growth visionPlant Heads / Operations-Workforce planning, productivity management, industrial relationsFunctional Heads (Sales, Finance, Supply Chain, QA, R&D)- Fulfill talent needs, enable performance management, build capabilityLine Managers-Provide guidance on people management, coaching, grievance handlingEmployees (all levels)-Engagement, welfare, career development, communication of policiesBoard / Investors (if applicable)-Share HR metrics, leadership pipeline progress, and organizational healthSTAKEHOLDER (External):Recruitment Partners / Consultants- Build strong talent pipeline and leadership hiringTraining & Development Partners-Deliver skill development, leadership programs, and certificationsStatutory & Regulatory Authorities-Ensure compliance with labour laws, POSH, and social securityIndustry Bodies / HR Forums-Employer branding, best practices, benchmarkingWelfare & Benefit Vendors (Insurance, Canteen, etc.)-Employee welfare programs and benefits administrationAuditors (Internal / External)- HR audits, statutory compliance, and certifications