SR. GM/HR FOR STEEL INDUSTRY

SN. GM/HR stands for Senior General Manager of Human Resources. This is a top-tier executive role responsible for steering an organization's entire human capital strategy, aligning HR initiatives with overall business goals, and overseeing the entire HR department. Here is a comprehensive job description template for a Senior General Manager - Human Resources: Job Title: Senior General Manager – Human Resources (Sr. GM – HR) Reports To: Chief Human Resources Officer (CHRO) / Chief Executive Officer (CEO) / Managing Director Department: Human Resources & Administration Job Purpose The Senior GM – HR will provide strategic leadership and oversight to the human resources department. This role is responsible for designing and executing scalable HR strategies that foster a high-performance culture, drive organizational growth, manage talent acquisition and retention, ensure legal compliance, and champion employee engagement across all business units. Key Responsibilities 1. Strategic HR Planning & Leadership Align HR strategy with the overall business objectives to support growth, productivity, and employee retention. Serve as a strategic advisor to executive leadership on organizational design, workforce planning, and succession planning. Lead and mentor the internal HR team, building a high-performing department capable of supporting business needs. 2. Talent Management & Acquisition Oversee global/pan-company recruitment strategies to attract top-tier talent for critical and executive leadership roles. Implement robust performance management systems (KPIs, OKRs) that objectively measure, reward, and elevate employee performance. Design succession plans for key leadership roles to ensure business continuity. 3. Learning, Development & Culture Drive organizational culture initiatives that promote diversity, equity, inclusion, and a positive working environment. Oversee training and development programs that upskill the workforce and prepare high-potential employees for future leadership. Champion employee engagement through regular feedback mechanisms, surveys, and proactive conflict resolution. 4. Compensation, Benefits & HR Operations Benchmark and design competitive compensation and benefits structures to attract and retain industry talent. Supervise payroll, HR information systems (HRIS), and daily HR administrative operations for maximum efficiency. Manage the HR budget effectively, optimizing spend on recruitment, tools, and employee welfare. 5. Statutory Compliance & Industrial Relations Ensure strict adherence to all local, state, and federal labor laws, minimizing legal risks for the organization. Oversee industrial relations (if applicable), managing union negotiations, grievances, and disciplinary actions smoothly. Formulate and update clear, modern company policies and employee handbooks.