Assistant General Manager - HR

Role & responsibilities :

1. HR Business Partnering

• Serve as the strategic HR partner to plant leadership, translating business goals into people priorities.
• Provide advisory support on org design, workforce planning, and people-related decisions.
• Participate in plant leadership forums and contribute an HR perspective to operational planning.
• Coach and develop line managers in people management practices, feedback culture, and team effectiveness.
• Identify people risks and proactively recommend interventions to leadership.

2. Talent Management & Organizational Development

• Lead end-to-end talent acquisition for plant roles, ensuring quality hiring aligned to culture and capability needs.
• Drive structured talent reviews, succession planning, and identification of high-potential employees.
• Design and implement Learning & Development programmes across levels technical, behavioural, and leadership.
• Build internal career pathways and facilitate internal mobility to enhance engagement and retention.
• Anchor the annual performance management cycle goal setting, mid-year reviews, and appraisals.
• Partner with the OD function on capability assessments and competency framework rollouts.

3. People & Culture

• Champion and sustain a positive, inclusive, and high-performance culture at the plant.
• Design and lead employee engagement programmes surveys, townhalls, recognition schemes, and team activities.
• Monitor engagement trends and act on feedback with structured action plans.
• Facilitate skip-level conversations, stay interviews, and pulse checks to maintain a strong feedback loop.
• Lead initiatives that embed organisational values in day-to-day plant behaviours.
• Drive diversity, equity, and inclusion efforts within the plant workforce.

4. Performance & Rewards

• Administer the performance appraisal process and ensure fairness and consistency across functions.
• Advise on compensation benchmarking, increment recommendations, and incentive structures.
• Collaborate with corporate HR on salary revisions, benefits communication, and rewards programmes.
• Track and address issues of pay equity and role-grade alignment.

5. HR Operations & Compliance

• Oversee day-to-day HR operations: attendance, payroll inputs, HRIS management, and employee records.
• Ensure compliance with applicable labour laws, factory regulations, and statutory requirements.
• Manage grievance redressal processes with empathy and within defined timelines.
• Handle disciplinary matters in line with standing orders and principles of natural justice.
• Liaise with Labour Commissioners and government authorities as required.
• Maintain a non-unionised, harmonious work environment through proactive employee relations.

6. HR Analytics & Reporting

• Track and report key HR metrics: attrition, absenteeism, headcount, hiring TAT, and engagement scores.
• Use people data to identify trends, flag concerns, and recommend evidence-based interventions.
• Prepare monthly HR dashboards for plant leadership and corporate HR review.

Preferred candidate profile

• A people-first HR leader who genuinely believes culture drives performance.
• Someone who is comfortable being on the floor as much as in the boardroom.
• A strong communicator who can build trust with workers, managers, and senior leadership alike.
• A data-informed decision maker who uses insights to shape peoples strategy.
• A collaborative partner — not just an HR administrator — who takes shared ownership of business outcomes.