Mumbai, India

IT Governance and Regulatory Compliance Professional Job Role & Responsibilities Design, implement, and enhance the IT Governance Framework, policies, standards, and processes. Ensure compliance with SEBI regulations, cybersecurity directives, and information security requirements. Track, monitor, and report closure of action items arising from: Board Meetings Committee Meetings Internal Audits External Audits Regulatory Inspections Coordinate with business, technology, risk, compliance, and audit teams to ensure timely remediation of observations and compliance requirements. Manage technology and regulatory submissions, correspondence, and stakeholder communications. Prepare governance dashboards, compliance MIS, management reports, and status updates. Respond to audit queries and regulatory requirements by providing relevant documentation and evidence. Monitor regulatory developments and drive implementation of new compliance requirements. Maintain governance documentation, compliance records, audit trackers, and action logs. Lead and manage governance and compliance-related projects and initiatives. Specific Expertise Required Strong understanding of SEBI regulations, IT Governance, Information Security, and Risk Management. Experience in handling regulatory compliance, governance reporting, and audit coordination. Strong analytical, documentation, project management, and stakeholder management skills. Proficiency in MS Excel, PowerPoint, and governance reporting tools. Experience in the Securities Market, Stock Exchange, Clearing Corporation, Depository, or BFSI domain is preferred. Technical / Functional Skills Master’s degree in information systems, IT, Computer Science, Governance, Risk & Compliance, Information Security, or a related field. Professional certifications such as CISA, CISM, CRISC, CGEIT, COBIT, or ISO 27001 will be an added advantage. 5-10 years of experience in managing IT Governance, Regulatory Compliance, IT Audit, Information Security Governance, or Risk Management.

Job Summary The General Manager – Supply Chain & Operations will play a crucial role in optimizing the company's supply chain processes and operational efficiency. This position is responsible for developing strategies that enhance productivity, reduce costs, and improve service levels. By leading cross-functional teams, the General Manager will ensure seamless coordination across all supply chain and operations activities, contributing significantly to the overall organizational success. Key Responsibilities Lead and oversee the end-to-end supply chain operations to ensure efficiency and effectiveness. Develop and implement operational strategies that align with organizational goals. Collaborate with various departments to enhance interdepartmental coordination and communication. Analyze supply chain performance metrics and derive actionable insights for continuous improvement. Manage vendor relationships and negotiate contracts to optimize partnership performance. Ensure compliance with industry regulations and internal policies throughout supply chain processes. Required Qualifications Bachelor's degree in Supply Chain Management, Business Administration, or a related field. 8 to 12 years of experience in supply chain and operations management. Proven leadership skills with the ability to manage and develop teams effectively. Preferred Qualifications Master's degree in Business Administration or a related field. Experience with supply chain optimization tools and methodologies. Strong analytical skills with a focus on data-driven decision-making. Proficient in supply chain software and ERP systems.

H.R.ORGANO CHEM PVT LTD is a professionally managed private limited Company engaged into marketing and distribution of Industrial raw material like Specialty Chemicals, Polymer & Specialty Additives pertaining to Plastics, Coating, Adhesive, Rubber /Tire & Allied Industries. · HROC has segmented its business in 3 divisions 1.Plastic 2. Coating & Adhesives 3. Rubber · Each division has the revenue responsibility. We require people with requisite competency to drive our Business. · It requires regular travelling, interactions with clients and develop new business. · The product offer being techno commercial, the job demands a combination of technical and entrepreneurial skills, KRA’S · Responsibilities of Plastic Master batch & Compound with Techno Commercial Experience in Marketing / Business Development. · Contacting and informing existing customers and new prospects, in order to keep the market up to date about the HROC product portfolio. · Expanding the HROC customer base in the region, to contribute to the revenue target. · Identifying and active searching for new prospects, analyzing sales potential and work out sales activities. Skills sets required: · Candidate must be a highly motivated experienced sales professional with an outstanding proven record of success in the selling environment. · Confident negotiator and ability to close the right type of business at the highest levels · A proven track record in delivering against personal sales revenue objectives · An ability to represent the company at the highest level to customers. · Ability to use own initiative and pay close attention to detail · Ability to cope with competing demands and to prioritize tasks · Strong communication skills in all forms including written, oral, email, telephone, and presentation · Excellent organizational and time management skills · Business acumen · Self –driven

Job Summary The Senior Manager - Business Finance plays a critical role in shaping the financial strategy of the organization. This position is responsible for driving financial planning, budgeting, and forecasting processes while ensuring alignment with business goals. By leveraging financial insights and analytics, the Senior Manager will empower business leaders to make informed decisions that enhance profitability and operational efficiency. Key Responsibilities Lead financial planning and analysis initiatives to support strategic business objectives. Develop and manage budgeting processes and forecasts, ensuring accuracy and accountability. Collaborate with cross-functional teams to analyze business performance and provide actionable insights. Oversee P&L management and profitability analysis to identify opportunities for improvement. Prepare comprehensive management reporting and presentation materials for senior leadership. Drive cost management initiatives and optimize working capital to enhance financial health. Required Qualifications Bachelor’s degree in Finance, Accounting, or related field. 2 to 5 years of relevant experience in corporate finance or business partnering roles. Professional qualifications such as CA, MBA in Finance, CFA, or equivalent preferred. Preferred Qualifications Experience with planning, budgeting, and forecasting in a corporate finance environment. Proficiency in management reporting, MIS, and performance analytics. Strong understanding of cost and working capital management techniques. Ability to manage strategic projects with a focus on business performance improvement.

Job Summary The Category Manager plays a crucial role in driving category performance by developing and implementing effective category strategies. This position requires collaboration with Product, Marketing, Sales, E-commerce, and Supply Chain teams to maximize revenue and support growth initiatives. The Category Manager will analyze marketplace trends to ensure the brand remains competitive and meets consumer demands. Key Responsibilities Develop and execute category strategies focused on driving revenue and growth. Collaborate closely with cross-functional teams including Product, Marketing, Sales, E-commerce, and Supply Chain. Analyze marketplace trends and consumer behavior to inform strategic decisions. Monitor and manage PnL performance to maximize profitability across categories. Utilize data-driven insights to optimize category placement and pricing strategies. Required Qualifications Bachelor’s degree in Business, Marketing, or related field. 2 to 5 years of experience in category management or related roles. Preferred Qualifications Strong understanding of category strategy development and execution. Experience collaborating with diverse teams to drive category performance. Proficiency in analyzing market data and consumer trends. Knowledge of e-commerce practices and supply chain dynamics.

GROUP HEAD HR – CORPORATE HR Kolkata – Corporate Office Function: Human Resources Reporting To: CHRO / CEO / Senior Leadership Experience: 12–15+ Years About the Role The Group Head HR – Corporate HR will be responsible for managing and strengthening the centralised HR function from the Kolkata Corporate Office. This is a Corporate HR leadership role and not a purely Plant HR / Industrial Relations position. The incumbent will work closely with the CHRO and senior leadership and will provide HR leadership across the organisation, including its multiple manufacturing locations. The role will establish consistent HR processes, policies and governance across locations while ensuring business and people priorities are aligned. The ideal candidate should have strong Steel / Metals industry experience, preferably in a Corporate HR setup, with exposure to managing HR for a workforce of 1000+ employees across multiple locations / plants. The person should combine strong HR fundamentals with technology orientation, business understanding, stakeholder management and senior-level negotiation skills. 1. Corporate HR Governance & HR Operations · Lead the centralised Corporate HR function and ensure consistent implementation of HR policies and processes across locations. · Establish and strengthen standardised HR practices across the organisation. · Ensure HR governance, process discipline and compliance across corporate and plant locations. · Partner with plant HR teams and business leaders to align Corporate HR policies with execution. · Monitor manpower, workforce structure and HR effectiveness. · Review HR processes and identify opportunities for standardisation and improvement. · Ensure timely and accurate HR MIS, dashboards and management reporting. 2. Manpower Planning & Workforce Management · Drive organisation-wide manpower planning with business and functional heads. · Review sanctioned vs. actual manpower across corporate and plant locations. · Ensure availability of manpower for critical functions and positions. · Analyse workforce productivity and opportunities for manpower optimisation. · Monitor regular employees as well as contract / outsourced workforce. · Support business leadership in determining manpower structures for growth and expansion. The candidate should have experience managing HR responsibilities for a workforce of approximately 1000+ employees, preferably across multiple locations / plants. 3. Talent Management & Succession Planning · Develop organisation-wide talent management practices. · Identify high-potential and critical talent. · Drive talent reviews and succession planning for key positions. · Build leadership pipelines for critical roles. · Develop retention strategies for key and high-performing employees. · Partner with senior leadership on talent and organisational capability decisions. 4. Performance Management System · Own and drive the organisation-wide Performance Management System. · Establish and monitor KRAs / KPIs and performance objectives. · Coordinate goal setting, periodic performance reviews and annual appraisal cycles. · Drive performance calibration and consistency across functions and locations. · Support leadership in performance evaluation and compensation decisions. · Analyse performance trends and capability or performance gaps. The PMS, reviews and corporate-level people processes as important components of the role. 5. Organisation Development & Capability Building · Drive Organisation Development initiatives aligned with business strategy. · Identify organisation-wide capability gaps. · Develop training and development frameworks. · Recommend training programmes for different employee groups. · Develop leadership and managerial capability-building initiatives. · Build competency frameworks and skill matrices for critical roles. · Measure training effectiveness and business impact. The role is expected to determine what types of training programmes should be designed for different employee groups, making OD and capability building a core Corporate HR responsibility. 6. Compensation, Rewards & Performance Reviews · Drive the annual compensation review process. · Benchmark compensation structures and recommend salary revisions. · Manage annual increment and promotion processes. · Develop and review compensation and reward policies. · Partner with senior leadership on compensation decisions for critical and senior positions. · Ensure consistency and internal equity across functions and locations. The role is expected to determine responsibility around salary, wages, revisions, performance reviews and annual increments. 7. Senior-Level Negotiation & Stakeholder Management · Handle HR discussions and negotiations with senior employees and leadership-level hires. · Participate in compensation and offer negotiations for senior positions. · Manage sensitive employee and leadership-level discussions with maturity and confidentiality. · Partner with VPs, Senior GMs, Plant Heads and other senior stakeholders. · Balance organisational policies with business and employee expectations. Strong negotiation capability is important at this level, particularly for senior management hiring, compensation and employee discussions. The CEO distinguished negotiation skills from routine approval processes and expects the HR Head to independently manage such discussions. 8. HR Technology, HRMS & Digital HR · Drive effective utilisation of HR technology and HRMS platforms. · Use HR systems for employee data, HR operations, performance management, reporting and analytics. · Leverage technology to improve HR processes, data accuracy and decision-making. · Support implementation, adoption and optimisation of ERP-based HR systems. · Generate HR dashboards and analytics for management. · Improve digital HR processes and system adoption. The candidate should be comfortable with HR technology and HR applications and should have hands-on exposure to using HRMS / ERP-based systems as part of day-to-day HR operations. 9. Employee Relations, Compliance & HR Governance · Ensure organisation-wide compliance with applicable labour and employment laws. · Establish HR governance mechanisms across locations. · Partner with plant HR teams on employee relations and statutory matters. · Monitor contractor workforce compliance. · Ensure appropriate documentation, audits and HR controls. · Handle escalated employee grievances and sensitive employee matters. · Ensure HR policies are implemented consistently across locations. This position will have oversight of statutory and compliance matters, but the role should not be positioned as a pure IR / Labour Relations specialist. The CEO specifically clarified that the requirement is for someone who has handled broader, serious HR functions rather than someone whose career has been predominantly focused on IR. 10. Employee Engagement & Organisation Culture · Drive organisation-wide employee engagement initiatives. · Strengthen employee communication and leadership connect. · Develop recognition and employee experience initiatives. · Analyse employee feedback and implement improvement actions. · Promote a performance-driven and collaborative culture across locations. 11. HR MIS, Analytics & Management Reporting · Prepare and present monthly HR dashboards to CHRO / senior leadership. · Track headcount, manpower productivity, attrition, recruitment, performance, compensation, training and engagement metrics. · Provide data-driven insights and recommendations to management. · Ensure accuracy and timely submission of HR reports. · Use HR analytics to identify trends, risks and opportunities. Key Role Emphasis · Workforce exposure: experience managing HR for approximately 1000+ employees, preferably across multiple plants / locations. · PMS: strong ownership of PMS, reviews and corporate-level people processes. · OD: ability to determine training requirements for different employee groups. · Compensation: experience with salary / wage revisions, promotions, performance reviews and annual increments. · Negotiation: strong capability in senior management hiring, compensation and employee discussions. · Technology: hands-on comfort with HR applications, HRMS and ERP-based HR systems. · IR positioning: this is not a pure IR / Labour Relations specialist role; broader HR leadership experience is required. Key Performance Scorecard KRA / KPI Weight Target Workforce Governance, Compliance, IR & HR Operations 55% Manpower Planning & Critical Position Availability 10% ≥98% manpower plan fulfilment Recruitment & Onboarding Effectiveness 8% ≥95% positions closed within defined TAT Attendance, Absenteeism, Payroll & HRIS Accuracy 7% ≥99.5% accuracy Statutory / Labour Law / Contractor Compliance 10% 100% compliance within due dates Industrial Relations & Grievance Management 8% ≥95% grievances closed within 7 days; zero major IR disruption Workforce Safety, Health & Welfare Compliance 6% 100% completion of mandatory requirements Attrition & Retention of Critical / Key Talent 6% Annual voluntary attrition ≤5% for Manager & Above / critical talent Talent, Performance, Capability, Engagement & HR Cost 45% Performance Management & Goal Alignment 10% ≥95% completion within approved calendar Training, Competency & Skill Development 10% ≥7 training days/employee/year; 100% mandatory technical/HSE coverage Succession Planning & Critical Talent Coverage 8% ≥90% critical positions with at least one successor Employee Engagement & Organisation Culture 5% ≥85% favourable score; ≥90% survey participation HR Cost Control & Manpower Productivity 8% Within approved budget; productivity tracked HR MIS, Analytics & Management Reporting 4% ≥99% data accuracy; 100% on-time monthly MIS Overall KRA Weightage: KRA 1 – Workforce Governance, Compliance, Industrial Relations & HR Operations: 55% | KRA 2 – Talent, Performance, Capability, Engagement & HR Cost: 45% | Total: 100% Candidate Profile Essential · 12–15+ years of progressive HR experience. · MBA / PGDM in Human Resources or equivalent qualification. · Strong Steel / Metals industry experience is preferred and will be a major selection criterion. · Strong Corporate HR experience, preferably across multiple plants / locations. · Experience managing HR for a workforce of 1000+ employees. · Strong end-to-end HR experience rather than only Industrial Relations. · Strong experience in PMS, talent management, OD, training, compensation and HR governance. · Hands-on exposure to HRMS / ERP / digital HR tools. · Strong knowledge of HR compliance and labour laws. · Experience dealing with senior leadership, Plant Heads, VPs, Senior GMs and business leaders. · Strong compensation and senior-level negotiation skills. · Strong analytical ability and HR dashboard / MIS experience. LinkedIn & Professional Network The candidate should maintain an active and credible LinkedIn presence with a meaningful professional network. LinkedIn activity and network strength will be considered as indicators of professional exposure, industry connectivity and networking capability. Technology Orientation · HRMS / HRIS · ERP-based HR systems · Frappe HR / Prape ERM / Similar Tool · Employee databases · PMS / performance platforms · HR dashboards and analytics · MS Excel / reporting tools · Digital HR processes Preferred Industry Background Priority: Steel | Iron & Steel | Metals | Metal Manufacturing What We Are Looking For The ideal candidate should operate at the intersection of Corporate HR + Business HR + HR Technology + Talent Management + OD + PMS + Compensation + Compliance + Senior Stakeholder Management. This is not a pure IR role and not a purely administrative HR position. The person should be capable of taking ownership of organisation-wide HR initiatives, working independently with senior leadership and translating business requirements into practical HR policies and processes. Location, Relocation & Hiring Timeline Location: Kolkata – Corporate Office. Relocation assistance will not be provided. Role Objective To lead the centralised Corporate HR function by building strong HR governance, developing talent and leadership pipelines, strengthening performance and capability systems, enabling data-driven HR decisions, driving effective HR technology adoption and ensuring HR strategy remains closely aligned with organisational growth and business objectives. The successful candidate will be expected to bring depth of Steel / Metals HR experience, corporate HR maturity, technology orientation, leadership capability and strong business-facing HR skills.

Job Summary The Business Manager for AP & Telangana will play a crucial role in driving sales growth and revenue generation across the region. This position is responsible for managing direct and retail sales operations, optimizing P&L, and fostering strong client relationships. The ideal candidate will leverage their extensive experience to develop effective sales strategies and pipelines, contributing significantly to the organization’s success. Key Responsibilities Develop and execute strategic plans to achieve sales targets and maximize revenue. Manage end-to-end sales processes in both direct and retail environments. Monitor P&L statements to ensure profitability and identify areas for improvement. Build and maintain robust client relationships to enhance customer satisfaction and loyalty. Lead and mentor a team to drive performance and foster a culture of excellence. Required Qualifications Bachelor's degree in Business Administration, Marketing, or a related field. 8 to 12 years of experience in sales management, with a focus on direct and retail sales. Preferred Qualifications Proven track record in revenue generation and managing sales pipelines. Experience with general trade operations and client management strategies. Strong analytical skills to assess market trends and business performance.

Must have merchandising knowledge with Men’s category of Product Sourcing, product development & costing Expert knowledge of production of fashion garments in knitted category, planning sourcing, buying, Identify, evaluate, and on board suppliers finished garments. Must have merchandising knowledge with Sourcing, product development & costing Ensure compliance with quality standards, testing, and inspection protocols. Detail oriented & analytical SOPs, Production & Quality reviews & monitoring on regular basis. Pattern detailing Well versed with the garment manufacturing processes. Product Development, Fit & Sample set reviews. To Support new suppliers/vendors scouting as a business partner. Suppliers & Factory visits to ensure the Product is complied with the required standards Product Range Development for various buyers as per their market strength. Cost Negotiations. Capacity Management

Job Summary The Head of Performance Marketing is a pivotal role responsible for driving the company’s online presence through leading-edge marketing strategies and data-driven decisions. This position influences brand growth by leading campaign strategies, optimizing media spend, and enhancing customer acquisition efforts. The ideal candidate will spearhead innovative experimentation initiatives, ensuring alignment with evolving industry trends and organizational goals. Key Responsibilities Develop and implement comprehensive performance marketing strategies that align with business objectives. Lead campaign strategy and architecture, driving experimentation, and developing new marketing playbooks. Own media planning and budget allocation, ensuring optimal resource utilization for maximum impact. Oversee attribution and measurement systems to analyze campaign performance effectively. Utilize direct experience with Meta Ads, managing ad spends of ₹1Cr or more per month. Stay informed about the post-2024 Meta landscape, including Advantage+ campaigns, Andromeda/GEM/Lattice, and Sequence Learning strategies. Required Qualifications Bachelor's degree in Marketing, Business Administration, or a related field. A minimum of 6 years of experience in performance marketing, with a proven record of managing large-scale campaigns. Preferred Qualifications Experience in lead generation strategies and effective implementation across multiple platforms. Strong analytical skills with the ability to interpret data and present actionable insights.

About CookdCookd is a consumer food brand from Tamil Nadu with a community of over 6 million followers. We make masalasand cooking kits that help home cooks make brilliant meals — every time. We don’t just sell spices. We selloutcomes.We sell across D2C, quick commerce, marketplaces, and 2,000+ retail stores. As we scale across channels, supplychain is what turns demand into delivery — reliably, and at the right cost. We need someone to build that.This is a build role, not a caretaker role. You’ll own the function end to end, report directly to the Founder & CEO,and turn supply chain into a competitive advantage — not just keep today’s operations running.What you’ll be responsible for• Own Cookd’s end-to-end supply chain — strategy, planning, and execution across D2C, Quick Commerce, GeneralTrade, Modern Trade, and exports• Own the supply chain P&L — drive down logistics, warehousing, and distribution cost while improving service• Build demand planning and forecasting that holds — right stock, right place, minimal working capital tied up• Run operations to fill-rate and OTIF targets — warehousing, logistics, and fulfilment the customer actually feels• Expand the network ahead of demand — warehouses, distribution centres, and capacity planning• Bring in the systems — WMS, TMS, OMS, automation, and dashboards that make the chain fast and visible• Build the org — hire, develop, and lead the team, not just manage today’s operationsWhat you’ll be measured on• Service: fill rate, OTIF, product availability, stock-out reduction• Inventory: forecast accuracy, inventory turns, working capital tied up, excess-stock reduction• Speed: warehouse order-processing TAT, logistics delivery TAT• Cost & capability: total supply chain cost, productivity, and the strength of the team you buildWho should apply• You’ve led supply chain in FMCG, food, consumer, retail, or e-commerce — hands-on, at scale• You know demand planning, inventory, warehousing, and multi-channel logistics cold• You’ve owned a P&L and improved it — cost, productivity, capital efficiency• You’ve built teams, not just run functions• You manage vendors and stakeholders without drama• You have high ownership and a bias for action — you build, you don’t wait• 8+ years in supply chain leadership (10+ preferred)