New HR Department Needs Help Creating Organizational Structure and Job Roles – Any Advice?

Introduction to the Company

Recently, I have joined a manufacturing and export company providing color solutions to FMCGs, cosmetics, fabric, etc. It is basically a group of companies with 4 to 5 companies under it, operated by 3 MDs and their newly joined 2 sons. The factory manager has been running it for a long time. Now, a new HR department has been set up.

Functional Departments

The functional departments include Research and Development, Finance and Accounting, Purchasing, Marketing and Sales, Factory Administration, and sub-departments such as Warehouse/Inventory, Workshop, Formulation & Mixing, Packaging, etc.

HR Responsibilities

I have been tasked with preparing HR policies, an organizational chart, hierarchy, prompt designations for every department's employee, their roles and job descriptions, which will also need to be included in the HR ERP.

Please help by providing suitable data. Thank you.

As you embark on structuring the HR department for the manufacturing and export company, it's crucial to establish a clear organizational structure, define functional department designations, and outline the roles and responsibilities. Here's a practical guide to assist you in this process:

1. Organizational Structure:
- Create an organizational chart that visually represents the hierarchy and reporting lines within the company.
- Clearly define reporting relationships, from top management down to individual contributors.
- Ensure the structure aligns with the company's goals and facilitates efficient communication and decision-making.

2. Functional Department Designations:
- Assign appropriate titles and designations to employees in each functional department.
- Ensure that designations reflect the roles and responsibilities of employees accurately.
- Consider industry standards and best practices when determining designations for different levels of employees.

3. Roles and Job Descriptions:
- Develop detailed job descriptions for each position within the company.
- Clearly outline the duties, responsibilities, and expectations for each role.
- Ensure that job descriptions are comprehensive and align with the company's objectives and culture.

4. HR Policies and HR ERP:
- Draft comprehensive HR policies that cover areas such as recruitment, performance management, employee relations, and compliance with labor laws.
- Implement these policies effectively and ensure that employees are aware of and adhere to them.
- Integrate the organizational chart, designations, roles, and job descriptions into the HR ERP system for easy access and management.

By following these steps and customizing them to fit the specific needs of the manufacturing and export company, you can establish a robust HR framework that supports the company's growth and success.