Butler Leather Goods Factory India Pvt Ltd
Website:
butlerleather.com
Job details:
We are looking for an experienced HR Manager to independently own and manage the complete HR function for our leather goods manufacturing unit.
The person must take responsibility for recruitment, workforce planning, employee relations, payroll coordination, statutory compliance, performance management, succession planning and employee development.
This role requires someone who can make decisions, resolve employee concerns and ensure timely execution without routine management intervention. The HR Manager will be the first point of contact for all HR matters, including salary revision requests and grievances, resolving them within approved policies, authority and budgets.
Key Responsibilities
1. Independent HR Ownership
* Manage end-to-end HR operations for factory workers, supervisors and support staff.
* Establish clear HR policies, processes, responsibilities and timelines.
* Take ownership of HR issues from identification through resolution, maintaining proper documentation and follow-up.
* Resolve routine matters independently and escalate only issues requiring management approval, with facts, recommended action and implications.
2. Recruitment, Onboarding and Workforce Planning
* Own recruitment from manpower requirement approval through selection, offer, joining and probation confirmation.
* Work with departments to plan staffing requirements and maintain an adequate recruitment pipeline.
* Ensure every new employee receives a structured induction, role description, reporting clarity and required joining arrangements.
* Monitor vacancies, recruitment timelines, early attrition and workforce availability.
3. Employee Relations and Grievance Resolution
* Serve as the first point of contact for employee queries, grievances, salary concerns and disciplinary matters.
* Establish and communicate a clear grievance process, with response timelines, confidential handling and documented closure.
* Resolve concerns fairly and consistently without employees needing to approach directors for routine HR matters.
* Manage disciplinary proceedings and workplace conflicts in accordance with company policy and applicable requirements.
* Escalate serious, sensitive or unresolved matters promptly through the appropriate process.
4. Compensation, Payroll and Salary Revisions
* Own attendance, leave, overtime verification, payroll inputs and payroll coordination, ensuring accuracy and timely completion.
* Establish a structured salary review and increment process linked to performance, role responsibilities, internal equity and approved budgets.
* Handle all increment requests, assess their justification and communicate approved decisions directly to employees.
* Process revisions within delegated authority and submit consolidated recommendations where management approval is required.
* Maintain strict confidentiality of individual salaries and employee information.
5. Performance Management — Mandatory Hands-On Experience
* Independently implement and manage the complete performance management cycle.
* Develop clear role descriptions, KRAs and measurable KPIs with department heads.
* Ensure timely reviews, appraisals, documented feedback and follow-up actions.
* Guide managers in assessing performance consistently and holding employees accountable.
* Implement Performance Improvement Plans (PIPs), monitor progress and ensure documented closure.
6. Succession Planning — Mandatory Hands-On Experience
* Identify critical positions and assess the risk of vacancies or dependence on individual employees.
* Assess internal talent, identify potential successors and evaluate their readiness.
* Implement development, cross-training and knowledge-transfer plans to prepare successors.
* Review progress periodically and maintain practical backup arrangements for key roles.
7. Compliance and HR Administration
* Manage employee records, employment documentation, confirmations, transfers, exits and full-and-final settlement coordination.
* Ensure applicable labour law and statutory requirements are met, including PF, ESI, gratuity and bonus.
* Maintain accurate records and support social-compliance audits with complete documentation and corrective-action follow-up.
* Monitor attendance, absenteeism and prolonged absence, ensuring timely investigation and action.
8. Employee Development, Retention and Reporting
* Identify training needs and coordinate development programmes with department heads.
* Address avoidable attrition and recurring employee concerns through practical corrective actions.
* Provide concise management reports covering manpower, vacancies, absenteeism, attrition, payroll, performance reviews and unresolved issues.
* Present actionable exceptions and recommendations, while independently managing daily HR execution.
Required Experience and Skills
* 7–10 years of progressive HR experience, including at least 5 years in a manufacturing or factory environment.
* Proven experience independently leading the end-to-end HR function for both factory workers and support staff.
* Mandatory hands-on experience implementing and managing performance management systems, including KRAs, KPIs, appraisals, feedback and PIPs.
* Mandatory hands-on experience developing and implementing succession plans, including talent assessment, successor identification and employee development.
* Strong practical knowledge of employee relations, grievance resolution, disciplinary processes, payroll and applicable labour laws.
* Experience managing recruitment and workforce requirements for a labour-intensive manufacturing unit; leather goods export manufacturing experience is preferred.
* Ability to exercise sound judgment, make decisions within delegated authority and close issues without repeated management follow-up.
* Strong communication, negotiation, documentation and people-management skills.
* Experience using HR systems, attendance systems and ERP tools; Odoo experience is an advantage.
* High standards of confidentiality, fairness, accountability and follow-through.
Success Expectations
* Employees approach HR first for salary requests, grievances and other HR matters.
* Routine HR issues are resolved within defined timelines without director intervention.
* Recruitment, payroll, compliance and employee lifecycle activities are completed accurately and on time.
* Performance reviews and succession plans are implemented and actively followed through.
* Management receives concise reports and only those escalations that require its decision.
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