Senior HR Manager

JOB DESCRIPTION

Head – Human Resources & Industrial Relations

Company Overview - Art India (Artindia Home Textile Pvt. Ltd.) is one of India's leading manufacturers and exporters of premium home textiles, handmade rugs, carpets, and furnishings. Based in Jaipur, Rajasthan, Art India combines traditional craftsmanship with contemporary design to serve leading global retailers and brands.

As we continue to expand, we seek an experienced, dynamic, and business-focused HR leader to drive organizational excellence, strengthen workforce engagement, ensure statutory compliance, and build a high-performance culture across our manufacturing and corporate operations.

Position Details Particulars Details Designation Head – Human Resources & Industrial RelationsDepartmentHuman ResourcesLocationSitapura Industrial Area, Jaipur, RajasthanReporting ToManaging DirectorExperience12–18 YearsIndustry PreferenceManufacturing, Textiles, Garments, Home Furnishings, Rugs & Carpets, FMCGQualificationMBA / PGDM in HR, Personnel Management, Industrial Relations or equivalentRole PurposeThe Head of Human Resources will serve as a strategic business partner and operational leader responsible for managing the complete employee lifecycle, workforce productivity, organizational culture, industrial relations, talent management, statutory compliance, and HR transformation initiatives.

The incumbent will build a disciplined, performance-driven, and employee-centric organization while ensuring a harmonious, compliant, and highly productive manufacturing environment. This role requires equal comfort operating in the boardroom and on the factory floor, with the ability to influence leadership teams, engage employees, and drive organizational change.

• Key Responsibilities1. HR Strategy & Organizational DevelopmentDevelop and execute the organization's HR strategy aligned with business objectives and growth plans.
• Partner with senior leadership to drive workforce planning, succession planning, and organizational development initiatives.
• Establish a high-performance culture driven by accountability, meritocracy, and continuous improvement.
• Lead change management initiatives supporting organizational transformation and business expansion.
• Develop HR policies, frameworks, and systems that support scalability and operational excellence.
• 2. Talent Acquisition & Workforce PlanningDevelop annual manpower plans aligned with production and business requirements.
• Lead recruitment for managerial, technical, supervisory, and shop-floor positions.
• Build talent pipelines through strategic sourcing, referrals, institutes, and industry networks.
• Reduce recruitment cycle time while improving quality of hire.
• Ensure effective onboarding and integration of new employees.
• 3. Employee Engagement, Retention & CultureDesign and implement employee engagement initiatives that strengthen morale, productivity, and organizational commitment.
• Drive employee retention strategies to reduce attrition across factory and corporate functions.
• Implement recognition and reward programs to reinforce desired behaviors and performance.
• Conduct employee satisfaction surveys and engagement assessments.
• Foster a positive, inclusive, and collaborative workplace culture.
• 4. Performance Management & Talent DevelopmentDesign and administer an effective Performance Management System (PMS) linked to business objectives and productivity goals.
• Establish KRAs, KPIs, competency frameworks, and performance scorecards across all functions.
• Drive annual appraisal cycles, performance reviews, and succession planning processes.
• Identify high-potential employees and develop structured career progression pathways.
• Ensure performance management becomes a business improvement tool rather than a compliance exercise.
• 5. Learning & DevelopmentConduct organization-wide Training Need Analysis (TNA).
• Develop and execute annual training and capability-building plans.
• Establish leadership development programs for managers and supervisors.
• Drive technical, behavioral, compliance, safety, and soft-skills training initiatives.
• Evaluate training effectiveness through measurable business outcomes and productivity improvements.
• 6. Industrial Relations & Employee RelationsMaintain healthy industrial relations and ensure a union-free, harmonious work environment.
• Develop proactive employee communication and grievance-handling mechanisms.
• Manage disciplinary actions, domestic inquiries, and employee disputes in accordance with labor laws.
• Build trust and engagement between management and employees.
• Ensure timely resolution of employee concerns and workplace conflicts.
• 7. Factory Compliance, Labour Laws & GovernanceTake complete ownership of all labor law and factory compliance matters.

Ensure compliance with:

• Factories Act
• Industrial Relations Code
• EPF & ESI Regulations
• Contract Labour Regulations
• Minimum Wages Act
• Payment of Wages Act
• POSH Act
• Occupational Health & Safety Regulations
• Other applicable Central and Rajasthan State Labour Laws

• Liaise with labor authorities, government departments, auditors, and external consultants.
• Manage statutory inspections, audits, certifications, and legal documentation.
• Ensure zero major compliance violations and legal risks.
• 8. HR Operations, HRMS & Digital TransformationLead all HR operations including onboarding, confirmations, attendance management, leave administration, payroll coordination, employee records, transfers, promotions, and separation processes.
• Drive implementation and optimization of HRMS platforms and digital HR solutions.
• Establish HR dashboards and MIS systems for manpower, productivity, attrition, absenteeism, overtime, recruitment, training, and compliance reporting.
• Ensure data accuracy, process discipline, and confidentiality of employee information.
• Improve operational efficiency through automation, digitization, and workflow optimization.
• Standardize HR policies, SOPs, and service delivery standards across the organization.
• 9. Compensation, Benefits & RewardsDevelop competitive compensation and benefits programs aligned with market benchmarks.
• Conduct salary benchmarking and compensation reviews.
• Manage annual increment and incentive processes.
• Recommend retention-focused compensation strategies for critical talent.
• Ensure payroll governance and compensation compliance.
• 10. Employee Welfare, Health, Safety & Workplace CulturePromote employee well-being, welfare, and workplace safety initiatives.
• Collaborate with EHS teams to strengthen safety culture and compliance.
• Implement health camps, wellness programs, and employee assistance initiatives.
• Monitor absenteeism, employee morale, and workplace satisfaction.
• Foster a psychologically safe and respectful work environment.
• Desired Candidate ProfileEducational QualificationsMBA / PGDM in Human Resources, Personnel Management, Industrial Relations, or equivalent.
• Additional certifications in Labour Laws, SHRM, PHR, SPHR, or HR Analytics will be preferred.
• Experience12–18 years of progressive HR experience.
• Minimum 5–7 years leading HR functions in manufacturing environments.
• Strong exposure to factory operations, labor law compliance, industrial relations, and workforce management.
• Experience in Textiles, Home Furnishings, Rugs & Carpets, Garments, Handicrafts, or FMCG sectors preferred.
• Critical CompetenciesFunctional CompetenciesIndustrial Relations
• Labour Laws & Factory Compliance
• Talent Acquisition
• Performance Management
• Learning & Development
• Compensation & Benefits
• HR Analytics & HRMS
• Employee Engagement
• Leadership CompetenciesStrategic Thinking
• Change Management
• Stakeholder Management
• Negotiation & Influencing Skills
• Conflict Resolution
• Decision Making
• Team Leadership
• Personal AttributesStrong floor presence and people connect.
• Firm, fair, and decisive leadership style.
• High integrity and professional ethics.
• Strong analytical and problem-solving capabilities.
• Ability to manage both strategic and operational HR responsibilities.
• Key Success MeasuresReduction in employee attrition and improvement in retention.
• Strong employee engagement and workplace satisfaction scores.
• Timely closure of recruitment and manpower requirements.
• 100% statutory and legal compliance.
• Effective implementation of PMS and talent development programs.
• Strong industrial relations with zero major disputes.
• HR process automation and digital transformation achievements.
• Improved workforce productivity and organizational effectiveness.

Why Join Art India?

At Art India, people are the foundation of our success. This role offers a unique opportunity to lead the HR function of a globally respected manufacturing organization, shape workplace culture, drive organizational transformation, and create a lasting impact on the lives of hundreds of employees and artisans while contributing directly to the company's future growth.