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Job Title: |
Sr. Manager – HR |
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Department / Group |
Human Resources |
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Location: |
Kolkata |
Role Overview
We are looking for a transformational HR leader — not just an HR administrator. The Senior Manager – HR will be the cultural architect and people champion of Spectrum Filtration. This is a strategic, hands-on role for a person who thrives at the intersection of people, culture, and business performance.
You will build and own the entire HR function from the ground up — establishing systems, driving culture, building employer brand, and directly enabling the company’s growth trajectory. The ideal candidate is equal parts strategist, executor, and employee advocate.
Key Responsibilities
1. Culture, Values & Employee Engagement
• Own and champion Spectrum Filtration's culture, values, and organizational identity.
• Design and execute a year-round Employee Engagement Calendar — surveys, town halls, recognition programs, team events, and feedback loops.
• Measure engagement health regularly through eNPS, pulse surveys, and focus groups; act on insights with speed.
• Drive initiatives that make Spectrum a genuinely great place to work — not just tick boxes.
• Foster a culture of psychological safety, inclusion, open feedback, and high accountability.
• Lead internal communication strategies to keep employees informed, aligned, and motivated.
2. Employer Branding & Talent Positioning
• Build and execute a compelling Employer Value Proposition (EVP) that sets Spectrum apart in the talent market.
• Drive Spectrum’s presence on LinkedIn, Glassdoor, job portals, and industry forums as an employer of choice.
• Develop and curate employee stories, workplace content, and brand campaigns that authentically reflect our culture.
• Build strong relationships with engineering colleges, management institutes, and industry bodies for talent pipelines.
• Manage and respond to employer review platforms proactively.
3. HR Strategy & Business Partnership
• Partner with the MD and executive team to translate business goals into HR roadmaps and workforce plans.
• Act as a trusted advisor on org design, leadership effectiveness, team structuring, and workforce capability.
• Design and track a 12-month HR strategy with quarterly milestones that align with company growth objectives.
• Lead manpower planning, succession planning, and career pathing across all functions.
4. Performance Management: KRA & KPI Framework
• Design and implement a rigorous, objective, and fair KRA/KPI framework across all roles and levels.
• Ensure every employee has SMART goals tied directly to company strategy from Day 1 of each cycle.
• Train all managers to set meaningful KRAs, conduct structured mid-year reviews, and deliver developmental feedback.
• Drive a performance culture: calibration sessions, performance improvement plans (PIPs), and high-performer recognition.
• Introduce continuous feedback mechanisms (quarterly check-ins, 360° feedback) alongside annual appraisals.
• Link performance outcomes clearly to compensation, promotion, and development decisions.
5. Talent Acquisition & Onboarding
• Lead end-to-end hiring for leadership, technical, and critical roles — sourcing, assessing, and closing top talent.
• Build structured, competency-based interview processes across all functions.
• Design an onboarding experience (90-day plan) that accelerates ramp-up and embeds culture from day one.
• Track time-to-hire, quality-of-hire, offer acceptance rates, and early attrition as key recruitment metrics.
6. Learning, Development & Capability Building
• Map skill gaps and design an annual L&D roadmap for technical, functional, and leadership development.
• Create management development programmes to build internal leadership pipeline.
• Drive a learning culture — self-paced learning, internal knowledge sharing, mentoring, and coaching frameworks.
• Track training ROI and effectiveness through pre/post assessments and performance correlation.
7. Compensation, Benefits & Rewards
• Design and manage competitive, fair, and transparent compensation structures benchmarked to industry.
• Develop a total rewards philosophy that includes salary, variable pay, benefits, recognition, and career growth.
• Lead annual salary review processes; ensure pay equity and compliance.
• Oversee payroll administration and benefits programs efficiently.
8. HR Operations, Compliance & Systems
• Ensure full compliance with Indian labour laws (Shops & Establishments, PF, ESI, Factories Act, etc.).
• Implement and optimize HRMS/payroll systems for efficiency and data accuracy.
• Develop, maintain, and communicate HR policies, the Employee Handbook, and SOPs.
• Handle employee relations issues, disciplinary matters, and grievances with fairness and confidentiality.
9. HR Metrics, Analytics & Reporting
• Build and report a monthly HR dashboard to the MD covering attrition, engagement, hiring, performance, and costs.
• Use data to identify people risks early and drive evidence-based HR decisions.
• Benchmark Spectrum’s HR metrics against relevant industry standards annually.
Desired Candidate Profile
Education & Certification
• MBA / PGDM in Human Resources from a reputed institution (mandatory).
• HR certifications preferred: SHRM-CP/SCP, NHRDN, or equivalent.
Experience
• 12–18 years of progressive HR experience in manufacturing, industrial, or B2B organisations.
• Minimum 5 years in a standalone HR leadership role, managing end-to-end HR function.
• Demonstrated track record of building culture, engagement programs, and employer brand in a growth-stage company.
• Strong hands-on experience designing and implementing KRA/KPI frameworks.
• Experience working directly with promoter/founder-led organisations is a strong advantage.
Competencies We Value
• Culture Champion — You believe culture is built every day, not announced in a values document.
• Data-Driven — You use HR metrics to tell stories and drive decisions.
• Builder Mindset — You enjoy creating systems and processes from scratch, not just maintaining them.
• Executive Presence — You can influence leadership and build credibility across all levels.
• Speed & Accountability — You move fast, own outcomes, and follow through.
• High EQ — You handle people issues with empathy, discretion, and firmness in equal measure.
