Head – Human Resources

Position Title : Head – Human Resources

Department : Human Resources

Reports To : Managing Director / CEO

Location : Corporate Office – Chatha Foods (Mohali, Punjab)

OBJECTIVE OF THE ROLE

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

1. STRATEGIC HR LEADERSHIP

Formulate and drive the HR strategy that supports Chatha Foods’ short-term and long-term

business 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 & MANAGEMENT

Develop 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 & CULTURE

Design and implement annual employee engagement surveys, analyse results, and create action

plans.

Institutionalize platforms for two-way communication (town halls, pulse surveys, feedback

channels).

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, HR

forums).

4. PERFORMANCE & CAPABILITY DEVELOPMENT

Institutionalize 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 leadership

training.

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 & COMPLIANCE

Oversee payroll, time & attendance, leave management, and employee records with 100%

accuracy.

Ensure compliance with all statutory requirements – PF, ESIC, Gratuity, Bonus, Maternity, Factories

Act, 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 enhance

employee experience.

Lead HR due diligence for business expansions, audits, and investor reviews.

6. 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).

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 MATRIX

STAKEHOLDER (Internal) :

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

STAKEHOLDER (External) :

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.) - Employee welfare programs and benefits administration

Auditors (Internal / External) - HR audits, statutory compliance, and certifications