Head of Human Resources

HEAD OF HR – VALUELINE GROUP
Role Objective
The Head of HR will lead the complete Human Resources function of Valueline Group across all business verticals and locations. The role will have end-to-end ownership of HR strategy, manpower planning, recruitment, employee lifecycle, performance management, policies, compliance, employee engagement, organizational development and HR systems.
The role will work closely with Management and Business Heads to ensure the organization has the right people, structure, culture, systems and capabilities to support sustainable growth.}
1. HR Strategy & Organizational Development
Develop and implement the Group HR strategy aligned with business objectives and growth plans.
Establish scalable HR systems, processes and governance across locations and entities.
Partner with Management and Business Heads on organizational structure, manpower planning and people strategy.
Review organizational effectiveness, reporting structures and manpower deployment.
Build a culture of performance, ownership, accountability and professionalism.
Develop succession, retention and leadership development strategies.
Act as a strategic HR advisor to Management and senior leadership.
2. Manpower Planning & Recruitment
Own Group-wide manpower planning and approved manpower budgets.
Identify current and future manpower requirements in coordination with Business and Department Heads.
Standardize Job Descriptions, KRAs and competency requirements.
Lead recruitment for critical, managerial and leadership positions.
Establish effective sourcing channels and talent pipelines.
Ensure quality of hire, recruitment turnaround time and cost-effective hiring.
Strengthen employer branding and talent attraction.
Ensure timely onboarding against approved requirements.
3. Employee Lifecycle & HR Operations
Establish standardized processes covering the complete employee lifecycle.
Oversee joining, documentation, verification, induction, confirmation, transfers, promotions and employee records.
Ensure timely issuance of appointment letters, contracts and HR documentation.
Maintain accurate, confidential and up-to-date personnel records.
Ensure consistency of HR practices across all Group locations.
4. Payroll, Attendance & HRMS
Oversee monthly payroll to ensure accuracy and timely processing.
Establish controls for attendance, leave, overtime, incentives and payroll inputs.
Coordinate with Finance for salary processing and statutory deductions.
Ensure effective implementation and utilization of HRMS for attendance, leave, payroll, records and reimbursements.
Resolve recurring payroll and attendance issues through process improvements.
Ensure HR data accuracy, security and confidentiality.
5. Statutory & Labour Law Compliance
Ensure compliance with all applicable labour laws and statutory requirements.
Oversee PF, ESI, Professional Tax, Labour Welfare Fund, Bonus, Gratuity and other applicable compliances.
Ensure timely filings, payments, registers and statutory documentation.
Coordinate with consultants, auditors, legal advisors and authorities when required.
Maintain a compliance calendar and periodic audit mechanism.
Keep Management informed of material changes in labour laws and associated risks.
Ensure appropriate labour and HR documentation across offices, warehouses, fabrication units and project locations.
6. Performance Management
Own and drive the Group Performance Management System (PMS).
Establish KRAs, KPIs and performance evaluation frameworks.
Ensure timely goal setting, reviews and appraisals.
Partner with managers to ensure objective and measurable performance assessment.
Support Performance Improvement Plans for underperforming employees.
Ensure increments, promotions and career progression are linked to performance and organizational requirements.
Establish mechanisms to identify and reward high performers.
7. Talent, Training & Leadership Development
Identify capability gaps and future talent requirements.
Develop annual training and development plans.
Coordinate internal and external training and evaluate effectiveness.
Develop leadership programs for managers and high-potential employees.
Establish career progression and competency frameworks.
Develop succession plans for critical positions and internal talent pipelines.
8. Employee Relations, Discipline & Culture
Act as the senior escalation point for employee relations matters.
Establish a professional, transparent and accountable workplace culture.
Oversee grievance resolution and disciplinary processes in accordance with Company policy and applicable law.
Ensure consistency and fairness in disciplinary action across locations.
Address behavioural, attendance, performance and policy violations proactively.
Partner with Business Heads to reinforce discipline, accountability and professional conduct.
Maintain appropriate documentation of employee relations and disciplinary matters.
9. HR Policies, SOPs & Governance
Develop, implement and periodically review Group HR policies, SOPs and guidelines.
Standardize HR practices across Group entities and locations.
Maintain the Employee Handbook and HR Guidelines.
Establish clear frameworks for attendance, leave, WFH, travel, reimbursements, promotions, transfers, performance and employee conduct.
Ensure employees and managers understand and follow policies.
Continuously identify process gaps and improve HR systems and controls.
10. Compensation, Benefits & Employee Welfare
Develop appropriate compensation structures in consultation with Management.
Conduct salary benchmarking and internal parity reviews.
Support annual increment, promotion and compensation planning.
Ensure compensation decisions consider performance, role responsibility, market benchmarks and business affordability.
Monitor manpower and HR costs against approved budgets.
Oversee employee benefits, insurance and welfare initiatives.
Develop employee recognition and engagement programs.
11. Separation, Exit & Full & Final Settlement
Oversee resignations, notice periods, handovers, clearances and exits.
Conduct structured exit interviews and analyze attrition trends.
Coordinate timely Full & Final Settlement.
Ensure timely issuance of relieving letters, experience certificates and other exit documentation.
Develop corrective measures to improve retention.
12. HR MIS, Analytics & Reporting
Establish a robust Group HR MIS and reporting framework.
Provide Management with regular reports covering headcount, manpower cost, recruitment, attrition, attendance, leave, payroll, performance, training, grievances, disciplinary matters and open positions.
Use HR analytics to identify trends, risks and areas requiring intervention.
Provide data-backed recommendations to Management.
Maintain complete confidentiality of employee information.
13. Multi-Location & Project HR
Oversee HR requirements across offices, showrooms, warehouses, fabrication units and project/site locations.
Ensure appropriate manpower deployment, attendance and documentation.
Coordinate site-related accommodation, travel, welfare and employee requirements where applicable.
Ensure labour-law and safety-related HR documentation at operational locations.
Maintain consistent HR standards while addressing local requirements.
14. HR Team Leadership
Lead, mentor and develop the Group HR team.
Define clear roles, KRAs and accountability for HR team members.
Establish HR service standards, review mechanisms and escalation processes.
Build a proactive HR function capable of independently managing routine operations.
Review HR team performance and continuously strengthen HR capabilities.
15. Management Partnership & Confidentiality
Serve as a trusted HR partner to Management and senior leadership.
Maintain strict confidentiality of employee, compensation, disciplinary and business-sensitive information.
Escalate critical employee, legal, compliance and organizational risks promptly.
Provide objective, fact-based recommendations on people decisions.
Support Management during expansion, restructuring, change management and other strategic initiatives.

Work arrangement
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