AGM - Human Resources from FMCG background

Role Overview

We are looking for an experienced and dynamic HR leader to drive the Human Resources function for a growing FMCG organisation. The role will be responsible for developing and implementing HR strategies aligned with business objectives, strengthening organisational effectiveness, building leadership capabilities, and fostering a high-performance culture.

The ideal candidate should have strong experience across the HR spectrum, including talent acquisition, employee engagement, performance management, talent development, compensation and benefits, employee relations, HR operations, and statutory compliance. Experience in the FMCG industry, particularly across sales, distribution, manufacturing, and supply chain environments, will be an advantage.

Key Responsibilities

1. HR Strategy & Business Partnership

• Develop and execute HR strategies aligned with the organisation's business goals and growth plans.
• Partner with business leaders to understand workforce requirements and provide strategic HR guidance.
• Drive organisational design, manpower planning, workforce productivity, and resource optimisation.
• Support business expansion, organisational transformation, and change management initiatives.

2. Talent Acquisition & Workforce Planning

• Lead recruitment strategies for leadership, managerial, sales, manufacturing, supply chain, and corporate positions.
• Develop effective sourcing strategies to attract and retain high-quality talent.
• Establish manpower budgets and workforce planning processes in collaboration with business leaders.
• Strengthen employer branding, recruitment efficiency, and talent pipelines for critical positions.

3. Performance & Talent Management

• Design and implement performance management systems, including goal setting, performance reviews, and development planning.
• Drive succession planning, leadership development, and talent reviews for key positions.
• Identify high-potential employees and develop career progression frameworks.
• Build a performance-driven culture aligned with business outcomes.

4. Learning & Development

• Identify organisational and individual training needs.
• Develop and implement learning initiatives for leadership, functional capability, and employee effectiveness.
• Strengthen managerial capabilities and salesforce effectiveness through structured development programmes.
• Measure training effectiveness and its impact on business performance.

5. Employee Engagement & Culture

• Develop initiatives to improve employee engagement, motivation, retention, and organisational commitment.
• Build a positive workplace culture based on accountability, collaboration, and inclusion.
• Conduct employee feedback surveys and implement action plans based on findings.
• Address employee grievances and workplace concerns in a timely and effective manner.

6. Compensation, Benefits & HR Operations

• Oversee compensation structures, salary benchmarking, benefits administration, and annual compensation reviews.
• Ensure effective HR operations, employee lifecycle management, HR documentation, and HRIS utilisation.
• Develop and monitor HR policies, processes, and standard operating procedures.
• Drive HR analytics and dashboards to monitor workforce costs, attrition, hiring efficiency, and productivity.

7. Employee Relations & Statutory Compliance

• Ensure compliance with applicable labour laws, employment regulations, and statutory requirements.
• Manage employee relations, disciplinary matters, grievance redressal, and workplace investigations.
• Where applicable, oversee industrial relations, contract labour management, factory HR, and engagement with worker representatives.
• Coordinate with legal, payroll, finance, and external consultants on HR compliance matters.

8. HR Team Leadership & Stakeholder Management

• Lead, mentor, and develop the HR team across relevant functions and locations.
• Establish HR processes, service standards, and measurable performance objectives.
• Collaborate with senior management, finance, operations, sales, and supply chain teams.
• Present HR metrics, workforce insights, and strategic recommendations to leadership.

Required Qualifications

• MBA / PGDM in Human Resources or a related discipline from a recognised institution.
• 12–18 years of progressive HR experience, with demonstrated responsibility for multiple HR functions.
• Experience in the FMCG industry or a comparable consumer-facing, manufacturing, or distribution-led organisation is preferred.
• Strong understanding of HR strategy, talent management, employee relations, compensation, and labour law compliance.
• Experience managing teams, senior stakeholders, and complex workforce requirements.

Key Skills & Competencies

• Strategic thinking and business acumen
• Leadership and team management
• Talent acquisition and workforce planning
• Performance and talent management
• Employee engagement and retention
• Employee relations and labour law compliance
• HR analytics and data-driven decision-making
• Change management and organisational development
• Strong communication, negotiation, and interpersonal skills

Key Performance Indicators (KPIs)

• Recruitment turnaround time and quality of hire
• Employee attrition and retention rates
• Employee engagement and satisfaction levels
• Training effectiveness and leadership development outcomes
• Performance management completion and effectiveness
• HR cost optimisation and workforce productivity
• Statutory compliance and audit outcomes
• Succession coverage for critical positions

Preferred Candidate Profile

A commercially oriented HR professional with strong leadership capabilities, sound knowledge of HR best practices, and the ability to balance strategic priorities with operational execution. The candidate should be comfortable working in a fast-paced FMCG environment and partnering with business leaders to build a capable, productive, and engaged workforce.