Company Description
Maximus is a trusted food brand dedicated to offering convenient, high-quality products crafted to meet uncompromising standards. Known for its signature Bucket Chicken Strips, Maximus emphasizes consistency, clarity, and discipline to deliver reliable taste, texture, and outcomes across all products. The brand operates on the principle that every item is held to a level of trust that allows it to be served to the founder's own family. Maximus is committed to growth by prioritizing excellence and fundamentals, with a long-term vision to expand from Kerala to global markets.
Key Roles & Responsibilities
1) Recruitment & Manpower Planning
- Create and execute annual and monthly manpower plans for Sales, Production, Logistics/Warehouse, Accounts, and Support roles.
- Run end-to-end hiring for:
- Field Sales: Sales officers, promoters, merchandisers, supervisors
- Plant/Factory: Operators, line leaders, QC helpers, packing staff
- Warehouse/Logistics: Storekeepers, dispatch team, drivers/helpers (as applicable)
- Office: Accounts, admin, customer support, etc.
- Manage the full recruitment cycle: sourcing, screening, interviews, reference checks, offer roll-out, and salary negotiation.
- Reduce time-to-hire and cost-per-hire through structured pipelines, vendor management, and local sourcing networks.
- Ensure structured onboarding, joining formalities, and complete documentation as per policy.
2) Attendance, Payroll & Statutory Compliance
- Maintain accurate attendance, shift, OT, leave, and weekly off records (plant + field + office).
- Coordinate payroll processing with high accuracy and on-time closure:
- Attendance validation, deductions, incentives inputs, reimbursements, OT
- Ensure statutory compliance and filings (as applicable):
- PF, ESI, Gratuity, Bonus, labour law registers, minimum wage adherence
- Maintain employee master data, personnel files, and HR documentation (physical + digital).
- Handle full & final settlements, exit documentation, and clearance workflows.
3) Performance Management (KPI System)
- Implement and drive a KPI-based performance system across functions:
- Sales, Operations, Production, Warehouse/Logistics, Accounts
- Support department heads to define measurable targets and role scorecards.
- Track monthly performance reports and conduct periodic performance check-ins.
- Run review cycles (monthly/quarterly/annual as decided) and ensure closure of:
- Performance ratings, development plans, PIPs (if needed)
- Link performance outcomes to incentives, increments, promotions, and corrective actions (as per policy).
4) Employee Discipline & Policy Implementation
- Create and enforce HR policies, SOPs, and code-of-conduct aligned to growth-stage realities.
- Maintain discipline across factory and sales teams with a strict-but-fair approach.
- Handle misconduct, warnings, enquiries (where required), and grievance resolution.
- Strengthen workplace culture: punctuality, hygiene compliance (where applicable), respectful communication, productivity norms.
- Drive reduction in absenteeism and attrition via root-cause analysis and corrective action.
5) Training & Development
- Identify training needs for different workforce clusters:
- Sales capability, product knowledge, customer handling
- Production quality, hygiene, safety, SOP adherence
- Supervisory and people-management skills for team leads
- Run induction and role onboarding programs for new joiners.
- Coordinate internal/external trainers and create an annual training calendar.
- Measure training effectiveness through productivity, quality, and behaviour indicators.
6) Employee Engagement & Retention
- Maintain healthy employee relations across locations and roles.
- Conduct structured feedback mechanisms (1:1s, skip-level meets, pulse checks).
- Roll out motivation and recognition programs aligned with KPI culture.
- Identify early attrition/discipline risks and intervene proactively.
7) HR Reporting & Management Support
- Submit a monthly HR dashboard/report covering:
- Total manpower, department-wise headcount
- New joiners, resignations, replacements in progress
- Attrition rate, absenteeism rate, open positions aging
- Compliance status, disciplinary cases, training completed
- Provide HR insights for management decisions: manpower cost, productivity trends, workforce risks, hiring priorities.
Key KPIs
- Time-to-hire and cost-per-hire
- Offer-to-join ratio and early attrition (090 days)
- Payroll accuracy % and on-time payroll closure
- Statutory compliance: zero penalties / zero missed filings
- Absenteeism rate reduction and attrition reduction
- KPI review cycle completion rate (department-wise)
- Training hours delivered + post-training productivity/quality impact
Candidate Profile - Qualifications & Experience
Education
- MBA/PGDM (HR) / MSW / equivalent
Experience
- 35 years in HR operations
- Proven experience in:
- Field-level sales hiring at scale
- Plant/warehouse workforce management
- Payroll coordination + compliance (PF/ESI/Gratuity/Bonus)
Skills & Competencies
- High ownership in high-growth, high-pressure environments
- Strong labour law and compliance knowledge; documentation discipline
- Field hiring strength: sourcing networks, negotiation, closures
- Ability to enforce discipline firmly and fairly
- Strong Excel/HR reporting, HRIS exposure (preferred)
- Communication + conflict management; multilingual ability is an advantage
- Integrity, confidentiality, and process orientation
