Country HR Head

1. Talent Acquisition & Retention:

- Develop and implement recruitment strategies tailored to the textile manufacturing industry to attract skilled labor, technical experts, and management talent.

- Design retention programs and improve employee value propositions to reduce turnover rates.

- Reduction in employee turnover rate and time-to-fill for key positions.

2. Employee Relations & Workforce Management:

- Foster positive employee relations through regular communication, feedback channels, and resolution of grievances.

- Work closely with plant managers and line supervisors to address workforce challenges in production environments.

- KRA: High employee engagement scores and reduction in grievance incidences.

3. Performance Management & Productivity Enhancement

- Implement performance management systems and KPIs to align individual roles with organizational goals, especially in productivity-centric roles.

- Support production managers in setting measurable performance standards to improve operational efficiency.

- KRA: Achievement of performance management KPIs and productivity targets across production lines.

4. Learning & Development:

- Develop training programs focused on skill enhancement, safety protocols, leadership development, and compliance.

- Implement continuous improvement programs for workforce upskilling and leadership pipeline building.

- KRA: Increase in training completion rates, improvement in skill metrics, and reduction in safety incidents.

5. Compliance & Labor Law Adherence:

- Ensure all HR practices comply with local labor laws and regulatory standards, including fair labor practices, health, and safety regulations.

- Prepare for and manage audits, working proactively to ensure compliance across all HR functions.

- KRA: Zero non-compliance incidents and successful completion of internal and external audits.

6. Compensation & Benefits Management:

- Design and manage competitive compensation and benefits packages tailored to industry standards and local requirements.

- Conduct periodic benchmarking and surveys to ensure compensation alignment with market trends, adjusting as needed.

- KRA: Alignment of compensation structure with market standards and employee satisfaction with benefits offerings.

7. Employee Health, Safety, and Well-being:

- Develop programs and policies to prioritize employee well-being, focusing on mental and physical health initiatives.

- Lead initiatives for workplace safety, especially in manufacturing and production areas, in collaboration with EHS (Environmental, Health, and Safety) teams.

- KRA: Reduction in workplace incidents and increased participation in well-being programs.

8. Change Management & Organizational Development:

- Support and lead change management initiatives related to restructuring, process improvements, and technology implementation.

- Foster a culture of adaptability and continuous improvement among employees.

- KRA: Successful implementation of change initiatives with minimal disruption to operations.

9. Diversity, Equity & Inclusion (DEI):

- Promote DEI in recruitment, development, and workplace culture, creating an inclusive environment.

- Lead initiatives to increase diversity, ensuring policies support a respectful and supportive workplace.

- KRA: Increased diversity in the workforce and positive feedback on workplace inclusivity.

10. HR Metrics & Reporting:

- Regularly report on HR metrics such as absenteeism, turnover, performance, and employee engagement to identify trends and areas for improvement.

- Provide actionable insights to senior leadership to support strategic decision-making.

- KRA: Timely and accurate HR reporting with insights leading to data-driven decisions.

11. Succession Planning & Leadership Development:

- Develop and execute a robust succession planning process to ensure a strong internal pipeline for critical roles.

- Focus on identifying and developing high-potential employees for future leadership positions.

- KRA: Improved internal mobility rates and reduced reliance on external hiring for leadership roles.