Lead Human Resources- Ascon Group

Job Description:

EXECUTIVE POSITION DESCRIPTION: LEAD – HUMAN RESOURCES

• Department: Human Resources & Organizational Development
• Scope: National/Multi-State Operational Network, Manufacturing Plants, Corporate Offices, and Distribution Networks
• Location: Surat, Gujarat
• Reporting To: Managing Director / Chief Operating Officer (COO)

About the Company

• https://www.ascolite.in/blog/aswani-industries-revolutionizing-construction-since-2012-your-journey-with-us/

Position Overview

We are seeking a seasoned, mature, and resilient Lead – Human Resources to head the entire HR function across our corporate office, sales operations, and manufacturing facilities. Operating as the sole senior HR leader reporting directly to the promoters and executive leadership, this role requires a hands-on yet strategic visionary capable of managing complex employee dynamics, strengthening existing HR frameworks, scaling manpower for ongoing expansions, and ensuring flawless statutory and labor compliance.

The ideal candidate will seamlessly blend strategic business partnering with operational execution—balancing corporate culture-building, digital HR transformation, and industrial relations mastery with the rigor required for factory and greenfield/brownfield plant commissioning.

Key Responsibilities

1. HR Strategy & Executive Leadership

• Strategic Partnership: Act as a key strategic advisor to the MD, COO, and senior leadership on organizational design, workforce scaling, and people-related business decisions.
• Team Governance: Lead, mentor, and elevate the existing HR and administration team (covering Talent Acquisition, PMS, Payroll, and Admin).
• System & Policy Architecture: Establish robust, scalable HR policies, frameworks, governance standards, and digital workflows across all operating locations.
• Budgeting & Planning: Formulate annual HR budgets, strategic workforce plans, and people-related metrics aligned with multi-year business goals.

2. Workforce Planning & Talent Acquisition

• Manpower Scalability: Design and execute short-term and long-term manpower plans for corporate, multi-state sales operations (spanning 7+ states), and manufacturing plants.
• Expansion & Greenfield Recruitment: Lead high-volume and specialized hiring for upcoming manufacturing facilities and plant commissioning, covering leadership, technical, supervisory, and shop-floor roles.
• Pipeline & Retention: Implement advanced recruitment channels, optimize turnaround times and hiring costs, and build structured succession plans and talent pipelines for critical roles.

3. Manufacturing HR & Industrial Relations (IR)

• Plant Operations & Discipline: Oversee plant HR, employee relations, and industrial relations across existing and upcoming manufacturing units, ensuring a disciplined, productive, and harmonious work environment.
• Grievance & Conflict Management: Handle workmen-related matters, grievances, disciplinary proceedings, domestic enquiries, and proactive employee welfare initiatives.
• Contractor Workforce Management: Manage third-party and contractual manpower compliance, deployment, attendance, shift systems, and productivity tracking.
• Stakeholder Engagement: Build constructive, trust-based relationships with plant workers, local authorities, labor consultants, and community stakeholders.

4. Statutory & Labor Compliance

• Regulatory Adherence: Ensure 100% compliance with central and state labor laws, factory acts, wage regulations, social security norms, and workplace safety mandates (PF, ESIC, Gratuity, Bonus, PT, Shops & Establishment).
• Audit & Inspection Readiness: Maintain meticulous statutory registers, licenses, and filings; manage interactions with labor officers and factory inspectors; and oversee POSH committee protocols.
• Greenfield Compliance: Ensure all new manufacturing infrastructure meets people, factory, and regulatory frameworks prior to commercial operations.

5. Performance Management & Organization Development (OD)

• PMS Modernization: Strengthen and automate performance management systems (KRAs and KPIs) across corporate, sales, and manufacturing units.
• Talent Development: Identify capability gaps and collaborate with L&D to execute targeted leadership, technical, and shop-floor training programs (including safety drills and toolbox talks).
• Structure Optimization: Periodically review organizational structures to enhance operational efficiency, accountability, and clear career pathing.

6. Employee Engagement, Culture & HR Operations

• Culture Building: Foster a professional, performance-driven, and employee-focused culture through town halls, reward frameworks, and structured eNPS/pulse initiatives.
• Digital HRMS Integration: Optimize cloud-based HR systems (such as Keka) for seamless end-to-end processing—from onboarding and attendance to automated payroll and exit management.
• People Analytics: Generate real-time executive dashboards covering headcount budgeting, attrition trends, productivity metrics, and cost-to-company analytics.

Candidate Profile & Specifications

• Experience Profile: 15 to 20+ years of progressive HR experience, with substantial leadership tenure (AGM / DGM / General Manager level) across manufacturing, industrial, and multi-unit corporate environments.
• Cross-Functional Exposure: Proven background managing corporate office teams, large-scale multi-state field sales forces, and plant/shop-floor workforces (managing total employee bases of 450 + on-roll and contractual workers).
• Project Expertise: Direct experience handling greenfield or brownfield manufacturing projects, plant expansions, or large-scale workforce mobilization.
• Statutory Depth: Expert-level command over Indian labor legislations, industrial relations, and specifically Gujarat labor practices and statutory environments.
• Core Competencies:
• Exceptional conflict resolution, crisis management, and stakeholder influence.
• Strong commercial acumen linking HR execution to financial and operational targets.
• Hands-on leadership style combined with high integrity, empathy, and professional discretion.

Educational Qualifications

• Post-graduate degree in Human Resources / Personnel Management / Industrial Relations / Labour Welfare (e.g., MBA-HR, MHRD, or equivalent).
• Specialized qualifications or certifications in Labor Law, Strategic HR, or Organizational Development will be a distinct advantage.

Key Success Measures

1. Manpower Readiness: Timely recruitment and deployment for upcoming manufacturing facilities and sales territories.
2. Compliance Excellence: Zero-finding statutory audits and harmonious industrial relations.
3. Process Maturity: Successful optimization of HR tech platforms (Keka) and streamlined performance management workflows.
4. Retention & Culture: Measurable improvements in employee engagement scores, along with reductions in avoidable attrition and absenteeism.