Lovely Monga

Here's a breakdown of the key responsibilities for an HR Manager overseeing a production unit and six retail outlets:

• Align HR Strategy: Develop and implement HR strategies that support the specific goals of both the production unit and the outlets
• Workforce Planning: Forecast staffing needs for factory operations skilled labor, Unskilled staff and retail staff sales associates, store managers, accounting for seasonal peaks, new outlet openings, and production demands.
• Policy Customization: Adapt and implement HR policies and procedures that cater to the diverse work environments, ensuring compliance while addressing the unique challenges of each.
• Targeted Recruitment: Lead recruitment efforts for varied roles, from factory floor workers and skilled Incharge to retail sales staff and store managers. This includes sourcing, interviewing, and selection.
• Employer Branding: Build a compelling employer brand that attracts talent suitable for both manufacturing and customer-facing roles.
• Structured Onboarding: Design separate or integrated onboarding programs that cover essential company policies, safety protocols for the factory, and customer service standards for the outlets.
• Tailored C&B Structures: Develop and manage fair and competitive compensation structures for both hourly production staff and salaried retail employees, considering industry benchmarks and regional cost of living.
• Performance-Linked Incentives: Design incentive programs bonuses, sales commissions that motivate employees in both the factory and retail environments.
• Benefits Administration: Oversee the administration of all employee benefits (PF, ESI, Bonus,other Benefits) ensuring compliance with Indian labor laws across all locations.
• Diverse Performance Systems: Implement performance appraisal systems that are relevant to each area – focusing on production targets and quality in the factory, and sales metrics and customer satisfaction in the outlets.
• Continuous Feedback: Foster a culture of regular feedback and coaching across all units and outlets to drive continuous improvement and accountability.
• Specialized Training: Identify and address specific training needs for each segment, such as safety and machinery operation for production, and sales techniques, product knowledge, and customer service for retail.
• Leadership Development: Develop leadership programs for supervisors in the factory and store managers in the outlets, equipping them with skills to manage diverse teams and operations effectively.
• Compliance Training: Ensure mandatory training related to food safety, hygiene for production, POS systems for retail, and labor law compliance is regularly conducted.
• Grievance Handling: Effectively manage and resolve employee grievances and conflicts, which may differ significantly between a factory setting and a customer-facing retail environment.
• Engagement Initiatives: Implement engagement programs that resonate with both production employees team-building, recognition for safety and retail staff sales contests, customer service awards.

Compliance & Legal

• Multi-Location Compliance: Ensure strict adherence to all relevant Indian labor laws and regulations across the production unit and all six retail outlets, accounting for state-specific variations.
• Audits: Conduct regular internal HR audits across all locations to ensure compliance and identify areas for improvement.
• Policy Enforcement: Consistently enforce HR policies and procedures across all units, ensuring fairness and transparency.
• Centralized HRIS: Leverage a robust HR Information System HRIS to manage employee data, attendance, payroll, and performance records across all locations efficiently.
• HR Metrics: Analyze HR data attrition rates, training effectiveness, recruitment costs specific to both the factory and retail outlets to inform decision-making.
• Site Visits: Regularly visit both the production unit and the retail outlets to understand their operational nuances, build relationships with employees, and address on-ground HR issues.

• Market Analysis & Opportunity Identification: Identify new corporate clients and opportunities for bulk orders, uniforms, promotional wear, etc., understanding their specific needs and industry trends.
• Sales & Client Relationship Management: Drive the corporate order sales pipeline. Build and maintain strong, long-term relationships with corporate clients, acting as the primary point of contact for key accounts.
• Order Negotiation & Pricing: Lead negotiations for large corporate orders, ensuring profitable pricing while meeting client budget expectations.
• Contract Management: Oversee the drafting and execution of contracts for corporate orders, ensuring all terms, specifications, and quality clauses are clearly defined.
• Quality Management System (QMS) Oversight: Implement, maintain, and continuously improve the factory's QMS, ensuring it aligns with national and international standards (e.g., ISO, AQL, client-specific standards).
• Quality Control (QC) Implementation: Oversee robust quality control processes at every stage of the production cycle for corporate orders – from raw material inspection fabric, trims to cutting, stitching, finishing, and final packaging.
• Defect Prevention & Root Cause Analysis: Proactively identify potential quality issues. Lead root cause analysis for any defects or rejections and implement corrective and preventive actions (CAPA).
• Third-Party Inspections & Audits: Facilitate and manage third-party quality inspections and client audits, ensuring the factory consistently meets audit requirements.
• Production Planning & Scheduling: Collaborate closely with planning and production teams to ensure that corporate order deadlines are met without compromising quality. Optimize production flow to maximize efficiency for diverse order types.
• Resource Allocation: Ensure optimal utilization of machinery, manpower, and materials for corporate orders, balancing efficiency with quality demands.
• Process Optimization: Drive continuous improvement initiatives in production processes to enhance quality, reduce waste, and improve productivity specifically for bulk/corporate orders.
• Technology & Innovation: Evaluate and recommend new technologies or machinery that can improve product quality, consistency, and efficiency for corporate orders.
• Lead & Mentor Teams: Provide strong leadership to the Quality Assurance, Production, Merchandising, and Sales teams responsible for corporate orders. Foster a culture of excellence, accountability, and continuous improvement.
• Cross-Functional Collaboration: Ensure seamless coordination between all departments design, merchandising, sampling, production, quality, HR, logistics to deliver corporate orders flawlessly.
• Performance Monitoring: Set clear KPIs for teams and individual contributors related to corporate order fulfillment, quality metrics and delivery performance.
• Talent Development: Identify training needs for teams involved in corporate orders new machinery, quality standards, client communication and ensure relevant training is provided.
• Performance Reporting: Generate comprehensive reports on corporate order status, production progress, quality metrics, client feedback, and profitability.
• Data-Driven Decision Making: Use data and analytics to identify trends, forecast future needs, and make informed strategic decisions to improve corporate order efficiency and quality.
• Budget Management: Oversee the budget for quality control and corporate order-related operational expenses.

Key Responsibilities of an HR Head cum Factory Incharge (Garment Unit)

This role combines the core functions of an HR Head with the operational demands of a Factory Incharge.

II. Factory Operations Management (Factory Incharge Responsibilities)