• Strategic HR Initiatives: Drive workforce productivity and operational excellence by embedding World Class Manufacturing (WCM) people‑centric practices, leveraging best‑in‑class benchmarks to ensure right‑sized, multi‑skilled, and highly productive manpower aligned with business volumes, cost targets, and operational needs.
• Succession Planning: Identify, develop, and ensure ready successors for critical roles, top talent positions, and anticipated retirements to ensure business continuity.
• Talent Management:

Ensure 100% on‑time completion of the Performance Management cycle.

Improve Year‑on‑Year Employee Engagement score by 2–3%.

• Cost & Budget Management: Ensure strict adherence to approved HR and administrative budgets, with effective cost controls and variance management.
• Employee Relations & Compliance:

IR Stability: Zero man‑days lost due to industrial relations issues (measured by IR incidents resulting in LOP).

Statutory Compliance: Achieve 100% statutory and labour law compliance with zero audit non‑conformances.

Wage Settlements: Conclude Long‑Term Settlements (LTS) before expiry of existing agreements.

Grievance Management: Reduce the number of employee grievances and disciplinary cases; ensure grievance acknowledgment and response within 36 hours.

• Safety, Discipline & WCM Culture:
  Strengthen shop‑floor discipline, safety awareness, and employee ownership through TQM, standard work, and leadership role‑modelling, contributing to zero incidents.

Key Accountability

Major Activities/ Tasks

Capability Building & Leadership Development

• Own competency architecture (technical, behavioural, leadership) aligned to manufacturing roles
• Conduct periodic skill and capability assessments and address gaps through targeted interventions
• Lead Training Needs Analysis (TNA) and ensure disciplined execution and effectiveness review of training plans
• Drive succession planning and career progression for critical manufacturing and leadership roles
• Lead, mentor, and develop HR teams across units

Talent Acquisition & Workforce Planning

• Lead strategic workforce planning for management, non‑management, and contractual manpower based on production volumes and productivity norms
• Ensure right‑sizing and availability of future‑ready skills aligned to business demand
• Own competency‑based talent acquisition with adherence to quality, cost, diversity, and timelines
• Strengthen hiring governance and right‑first‑time hiring outcomes.

HR Strategy & Business Alignment

• Translate business and manufacturing priorities into plant‑level HR strategies and execution roadmaps
• Align performance management systems with productivity, cost, quality, safety, and engagement goals
• Drive change management initiatives to support cultural transformation and mindset shifts
• Execute employee engagement action plans to achieve measurable improvement in engagement scores
• Build a listening organization through structured communication and feedback mechanisms.

HR Operations & Process Excellence

• Standardize, strengthen, and digitize HR processes to improve efficiency and employee experience
• Ensure HR data integrity, governance, and timely MIS reporting
• Ensure strict adherence to HR, IR, and administrative policies and procedures

Statutory Compliance and Governance

• Ensure 100% compliance with all applicable Central and State labour laws
• Ensure timely filing of statutory returns under relevant Labour Acts and Rules
• Act as primary interface with labour authorities, inspectors, and external auditors ensuring zero non‑conformances

Employee Relations and & Industrial Relations

• Develop and execute a proactive IR strategy to maintain harmonious industrial relations
• Drive regular, transparent, and trust‑based union engagement mechanisms.
•  Lead wage negotiations and Long‑Term Settlements (LTS) to ensure stability and productivity
• Promote a high‑performance culture among unionized employees
• Ensure full compliance with Contract Labour and allied laws through periodic reviews

Safety & WCM Culture

• Champion safety as a core value and reinforce adherence to safety standards and statutory requirements
• Drive shop‑floor discipline, standard work, and employee ownership aligned to WCM principles
• Reinforce behaviours aligned to SQCDME (Safety, Quality, Cost, Delivery, Morale, Environment)

Administration & Facilities Management

• Ensure smooth functioning of plant facilities and administrative services
• Exercise strict budgetary control and drive cost optimization
• Oversee vendor management and ensure SLA compliance
• Drive digitization and continuous improvement of administrative processes

  Security and    

  Transport  

 Management

• Ensure robust plant security systems, SOPs, and compliance
• Prevent theft, pilferage, and unauthorized access through effective access control and surveillance
• Conduct periodic security risk assessments and implement mitigation actions

Education Qualifications / Background

State minimum qualification required by the Job Holder to work effectively on this position

• Postgraduate degree in Human Resources / Industrial Relations / MBA (HR) or equivalent from a recognized institution.
• Formal exposure to Industrial Relations, Labour Laws, and Manufacturing HR.

Relevant and Total Years of Experience

• Mention years of experience required for the job
• Elaborate more of the relevance / type of the job experience required by the role

• Minimum 18+ years of progressive HR experience, preferably within a manufacturing environment.
• Handled End to end responsibility for Plant HR, Industrial Relations, and Statutory Compliance in a unionized environment.
• Hands on leadership of wage negotiations, long term settlements, and IR stability.
• Proven experience in workforce planning, workforce productivity, right sizing, and alignment with production volumes.
• Track record of driving performance management, succession planning, leadership development, and engagement initiatives.
• Experience supporting operational excellence / WCM / continuous improvement environments in large manufacturing setups.

Technical/Functional Expertise

• Stare minimum proficiency required on specific technical or functional skills required for the Job Role

• Industrial Relations & Union Negotiation: Strong negotiation and conflict management skills with demonstrated success in maintaining IR stability.
• HR Excellence in Manufacturing: Deep understanding of best practices across Talent Management, Performance Management, Succession Planning, and Workforce Analytics.
• Labour Laws & Statutory Compliance: Comprehensive working knowledge of applicable labour laws, wage codes, and statutory requirements at plant and cluster levels.
• Change & Transformation Leadership: Ability to mentor leaders and teams through organizational change, productivity improvement, and cultural transformation.
• People Development & Mentoring: Strong coaching capability to develop leadership bench strength and functional capability

experience