Senior Manager- Human Resource

Key Responsibilities

1. Departmental leadership and advisory

• Own the HR function end to end across factory, experience centres and field installation teams
• Advise management proactively on organisation structure, people risks and policy with a monthly HR MIS to leadership
• Build, hire and lead your own HR team

2. Talent acquisition

• Hiring authority for junior and mid-level roles; partner with the Head of Operations on senior hires
• Build role-wise hiring pipelines for craftsmen, fitters, showroom, design and office staff
• Own quality of hire structured interviews, reference checks, probation reviews

3. HR operations and documentation zero-error standard

• Every appointment letter, contract and employee file accurate, complete and issued on time
• Joining and onboarding formalities completed before day one, without exception
• Maintain audit-ready employee records across all locations

4. Attendance, payroll interface and statutory compliance

• Own the biometric attendance system across locations; publish a monthly attendance analysis (punctuality, leaves, short hours, recurring patterns)
• Ensure full reconciliation of attendance with accounts/payroll every month — zero mismatches

5. Retention and engagement

• Design and run retention frameworks for strategic and skilled positions, including service agreements where appropriate
• Bring attrition down measurably; own exit interviews and act on the findings
• Build engagement rhythms suited to a craft-manufacturing workforce

6. Training and development

• Own the annual training calendar and ensure modules are delivered on schedule — factory skills, showroom sales, safety and systems
• Run skill matrices and structured upskilling paths for craftsmen and fitters

7. Performance management

• Design and run KRAs, report cards and appraisal cycles across departments
• Link performance data to increments, promotions and training needs

8. Policy — built for TSA, not imported

• Write a thin, practical rulebook fitted to our reality — karigars, travelling fitter teams, showroom staff — and enforce it without exception
• We are a fast-moving family business, not a corporation: policies here serve the company's needs, not the other way around

9. Exit and handover management

• Structured, documented exits: handover checklists, gate/security register discipline, same-day access revocation, timely full-and-final settlements and relieving documents