Job Overview

Responsibilities

1. HR Business Partnership

• Partner closely with Plant Head and functional leaders to support business goals.
• Provide strategic guidance on workforce, culture, capability, and engagement.
• Act as a trusted advisor to leadership on people‑related decisions.

2. Talent Management

• Lead talent identification, succession planning, and capability building for plant roles.
• Facilitate development plans for critical positions and high‑potential employees.
• Strengthen internal mobility and retention across the plant.

3. Workforce Planning & Talent Acquisition

• Drive manpower planning for all production and support functions.
• Manage end‑to‑end hiring for blue‑collar, staff, and critical plant positions.
• Improve onboarding frameworks to enhance early productivity.

4. Learning & Development

• Implement structured learning programs for shop-floor and supervisory employees.
• Drive multi-skilling, upskilling, and re-skilling initiatives aligned to business needs.
• Promote continuous learning to support operational excellence.

5. Employee Relations & Industrial Relations

• Maintain harmonious employee relations across the plant workforce.
• Handle union interactions, committee meetings, and formal negotiations.
• Lead or support wage negotiations and settlement agreements.
• Manage blue-collar workforce engagement and grievance redressal.
• Drive disciplinary actions and domestic inquiries as required.

6. Court Case Management & Legal Handling

• Manage labour court cases, legal notices, audits, and statutory queries in coordination with legal counsel.
• Prepare documentation and represent HR in legal reviews.
• Ensure proactive risk mitigation and policy compliance.

7. Statutory Compliance & Governance

• Ensure 100% compliance with all labour, industrial, and factory regulations.
• Conduct periodic HR audits and ensure closure of non-compliances.
• Maintain strong relationships with government bodies including PF, ESI, Labour Department, and Factory Inspectorate.

8. Performance Management

• Support managers in setting goals, reviewing performance, and coaching employees.
• Ensure transparent, consistent, and compliant performance evaluation processes.

9. Employee Engagement & Culture

• Drive structured plant engagement initiatives to enhance morale and productivity.
• Strengthen communication platforms, committees, and feedback mechanisms.
• Support culture-building initiatives and TEOA-led continuous improvement activities.

10. Employee Services & Welfare

• Oversee employee facilities such as canteen, medical, EAP, transport, and housekeeping.
• Drive a strong safety and compliance culture in partnership with EHS.

What your background should look like:

Education

• Master’s Degree in Human Resource Management (mandatory)

Experience

• Minimum 12 years of experience in HR roles within medium or large manufacturing/engineering setups
• Must have strong experience in:
• Union handling
• Blue-collar workforce management
• Domestic inquiries and ER/IR cases
• Court case handling and legal coordination
• Statutory and labour law compliance

Technical Skills

• Deep knowledge of Labour & Industrial Laws
• Manpower planning and production workforce deployment
• Negotiation, conflict management & advisory capability
• Talent management and capability development
• Strong MS Office and HRIS proficiency

Behavioral Competencies

• Strong interpersonal skills and relationship-building capability
• Excellent communication—written and verbal
• High integrity, judgment, and decision-making ability
• Ability to influence stakeholders at all levels
• Results-oriented, proactive, and structured in execution

Preferred Background

• Experience in matrix organizations
• Exposure to multi‑plant or large-scale factories

Competencies