Job Overview

This position is responsible for driving the plant's performance management, compensation, rewards, and talent management initiatives. This role partners closely with business leaders to ensure performance excellence, market-competitive reward programs, employee engagement, and workforce effectiveness. The incumbent acts as a trusted HR advisor, leveraging data and insights to support strategic workforce decisions while ensuring compliance with company policies and labor regulations

Job Requirements

1. Performance Management

• Lead the annual performance review, goal-setting, and performance calibration processes for plant employees.
• Partner with managers to ensure objective, fair, and timely performance evaluations.
• Monitor performance management compliance and completion rates across the organization.
• Provide coaching and guidance to leaders on performance discussions, employee feedback, development planning, and performance improvement processes.
• Analyze performance data and identify trends, gaps, and opportunities for improvement.
• Support Performance Improvement Plans (PIPs) and employee development initiatives.
• Facilitate talent review and succession planning discussions to strengthen organizational capability and leadership pipelines.
  
  

2. Total Rewards

• Administer annual salary reviews, bonus programs, incentives, and merit increase processes.
• Conduct compensation benchmarking and market competitiveness analysis.
• Ensure consistent application of compensation policies, salary structures, and reward practices.
• Monitor and manage reward-related budgets and headcount costs.
• Provide recommendations on salary adjustments, promotions, retention measures, and reward strategies.
• Support job evaluation, grading reviews, and organizational structure assessments.
• Drive employee communication and understanding of compensation and benefits programs.
  
  

3. HR Business Partnership

• Serve as a trusted advisor to plant leadership on performance management, rewards, and talent-related matters.
• Partner with leaders to align workforce performance and talent strategies with business objectives.
• Support employee engagement, retention, and organizational effectiveness initiatives.
• Ensure compliance with company policies, labor laws, and governance requirements.
• Participate in HR transformation, continuous improvement, and strategic HR projects.
• Collaborate with Centers of Excellence (COEs) and HR Operations to deliver HR programs effectively.
  
  

4. HR Analytics & Reporting

• Prepare, analyze, and present reports on performance ratings, compensation trends, turnover, workforce productivity, and other HR metrics.
• Develop insights and recommendations to support data-driven HR and business decisions.
• Monitor key workforce indicators and identify emerging people-related risks and opportunities.
• Support workforce planning and organizational effectiveness reviews through HR analytics.

What your background should look like

Education

• Bachelor's Degree in Human Resource Management, Business Administration, Psychology, or a related discipline.
• Professional HR certification will be an added advantage.

Work Experience

• Minimum 5 years of Human Resources experience, preferably within a manufacturing or industrial environment.
• Experience supporting a workforce of 1,000+ employees.
• Hands-on experience in performance management, compensation & benefits, talent management, and HR business partnering.
• Experience in HR analytics, workforce planning, and organizational effectiveness is preferred.

Personal Skills & Competencies

• Strong business partnering and stakeholder management skills.
• Excellent communication, influencing, and interpersonal skills.
• Strong analytical and problem-solving capabilities with the ability to interpret HR data and trends.
• Ability to manage confidential information with integrity and professionalism.
• Strong project management and organizational skills.
• Ability to work independently and manage multiple priorities in a fast-paced environment.
• Sound knowledge of employment laws, labor regulations, and HR best practices.
• Proficient in HR systems and Microsoft Office applications, particularly Excel and PowerPoint.
• Strong facilitation and coaching skills with the ability to engage leaders at all levels.

Competencies