Senior Manager - HR & IR

Responsibilities

1. HR Business Partnering

• Partner with Plant HR Head, Plant Head and functional leaders on workforce planning and support in execution of people strategy.
• Align manpower plans with production and expansion requirements.
• Drive organization effectiveness and workforce productivity initiatives.
• Support leadership in decision-making through people analytics and HR dashboards.

Key Deliverables

• Manpower productivity improvement
• Workforce cost optimization
• Succession pipeline readiness
• Headcount adherence

2. Industrial Relations & Employee Relations

• Maintain harmonious industrial relations across the plant.
• Lead works committee and workforce engagement initiatives.
• Handle grievance redressal, and disciplinary matters.
• Manage domestic inquiries and disciplinary proceedings.
• Ensure prevention and timely resolution of employee disputes.

Key Deliverables

• Zero production loss due to IR issues
• Timely closure of grievances
• Positive employee relations climate

3. Statutory Compliance & Labor Law Governance

• Ensure compliance with all applicable labor laws and statutory requirements.
• Coordinate & Manage inspections and internal audits.
• Monitor contractor compliance and documentation.

Coverage Includes

• Factories Act
• Industrial Relations Code
• Occupational Safety, Health & Working Conditions Code
• CLRA
• EPF
• ESIC
• BOCW
• Bonus Act
• Gratuity Act
• POSH Compliance

Key Deliverables

• Zero major non-compliance
• Successful Internal & external audits
• 100% statutory adherence

4. Talent Acquisition & Workforce Planning

• Coordinate hiring of permanent and contract workforce with GCC & Off Roll Agency.
• Ensure availability of critical talent for production operations.
• Support expansion projects through manpower planning.

Key Deliverables

• Time-to-fill targets
• Hiring quality index
• Critical position closure rate

5. Performance & Talent Management

• Coordinate Cobotic PMS implementation across plant functions.
• Facilitate goal setting, performance reviews, and calibration.
• Coordinate & Support in Individual Development Plans (IDPs).

Key Deliverables

• PMS completion rate
• Critical talent retention

6. Learning & Capability Development

• Identify skill gaps and capability requirements.
• Coordinate implementation of technical and behavioral learning programs.
• Strengthen shop-floor competency development.

Key Deliverables

• Training man-hours
• Skill certification rate
• Multi-skilling index

7. Employee Engagement & Culture

• Drive employee engagement initiatives.
• Conduct & coordinate employee engagement surveys and action plans.
• Ensure shopfloor and plant level hygiene and discipline, facilitate workforce in strengthen work culture

Key Deliverables

• Engagement score improvement
• Attrition reduction
• Culture transformation initiatives

8. Contract Labor Management

• Govern contractor workforce deployed at plant.
• Ensure Ligatrix & Kronos compliance, attendance controls, wage administration, 
• Ensure welfare provisions.
• Monitor contractor productivity and deployment efficiency.

Key Deliverables

• Compliance score
• Contractor productivity
• Zero contractor-related legal disputes

9. HR Operations Governance

• Oversee employee lifecycle management.
• Ensure payroll, attendance, leave, and HR transactions are completed accurately.
• Maintain employee records and HRMS governance.

Key Deliverables

• Payroll accuracy
• HR transaction TAT
• Data integrity

Qualifications

Educational Qualification

• MBA/MSW in Human Resources or Industrial Relations
• Degree in Labour Welfare preferred

Experience

• 12-18 years in Manufacturing HR & IR
• Minimum 5 years leading plant HR operations
• Exposure to greenfield or expansion projects will be an added advantage