Responsible for auditing, restructuring, and institutionalizing the Human Resources functions across client organizations The role focuses on building compliant, structured, performance-driven HR systems, developing SOPs, implementing KPI-based performance management, and optimizing HR technology and reporting systems. This is a transformation role — not a routine HR administrative role. 1. HR Audit & Diagnostic Conduct comprehensive HR audits across documentation, compliance, payroll, workforce structure, and policies. Identify operational, legal, and compliance risks. Develop structured action plans with prioritization matrix. 2. HR Structuring & Organizational Design Review and redesign organizational structures. Develop clear reporting lines and accountability frameworks. Align workforce planning with operational output. 3. SOP & Documentation Development Develop and standardize: HR policies Employment contracts Job descriptions Code of conduct Disciplinary procedures Leave & attendance processes Recruitment and onboarding workflows Create process maps and workflow diagrams. Train management on implementation. 4. Performance Management System Develop plant-level and role-level KPIs. Design structured performance review cycles. Develop scoring matrices and performance tracking dashboards. Link performance to increment/bonus frameworks. Monitor and report on productivity metrics. 5. HR Systems & IT Optimization Review existing HRIS, payroll, and attendance systems. Identify automation and integration gaps. Recommend technology improvements. Strengthen HR data governance and reporting systems. 6. Compliance & Risk Management Ensure full compliance with labor laws and statutory requirements. Oversee disciplinary processes. Manage high-risk employee relations issues. Support representation at CMA where required. 7. Execution & Change Management Lead implementation across multiple sites. Train plant managers and supervisors. Ensure adoption of new processes. Monitor sustainability of HR systems post-implementation.