Assistant Manager -HR | Manufacturing Industry

. Key Responsibilities
A. HR Policies, Systems & Processes

• Develop, implement, and periodically review HR policies, procedures, and processes.
• Prepare and update the Employee Handbook/Manual.
• Conduct competency mapping across all organizational levels.
• Prepare and maintain organization charts for departments and plants.
• Ensure standardization and effective implementation of HR processes across locations.
• B. Recruitment & Selection
  
• Manage the end-to-end recruitment process, including sourcing through job portals, recruitment agencies, referrals, and other channels.
• Coordinate and schedule interviews with the respective interview panels.
• Evaluate candidates against job requirements, competencies, and organizational needs.
• Coordinate candidate selection and obtain necessary management approvals.
• Prepare and issue appointment letters detailing job responsibilities, terms and conditions of employment, and applicable company policies.
• C. Induction, Orientation & Probation Management
  
• Organize and coordinate induction and orientation programs for new employees.
• Conduct induction evaluations and ensure completion of joining formalities.
• Monitor probation periods and coordinate probation assessments with reporting managers.
• Process and issue confirmation or probation extension letters as per company policy and management approval.
• D. Performance Management System (PMS)
  
• Develop and update Job Descriptions (JDs) and Key Result Areas (KRAs) for employees.
• Coordinate and manage the complete performance appraisal cycle.
• Facilitate performance review discussions, rating normalization, and appraisal documentation.
• Coordinate performance-linked increments, promotions, and other revisions with management.
• Prepare and issue appraisal-related letters following the necessary approvals.
• E. Employee Grievance Handling & Industrial Relations
  
• Address employee grievances related to work, compensation, facilities, and the working environment.
• Ensure timely resolution of employee concerns and promote employee satisfaction.
• Maintain effective employee relations across the Head Office, plants, and branches.
• Coordinate and handle matters related to labour disputes and Labour Court proceedings in consultation with management and legal advisors, wherever required.
• F. Payroll Administration
  
• Ensure accurate and timely payroll processing in coordination with the payroll/accounts team.
• Verify employee attendance, leave records, salary inputs, and other payroll-related data.
• Ensure confidentiality and accuracy of employee compensation records.
• Coordinate payroll-related queries and resolve discrepancies.
• G. HR Team Management
  
• Lead, supervise, and manage a team of 34 HR team members.
• Define team objectives, allocate responsibilities, and monitor performance.
• Ensure timely completion of HR activities and maintain accountability within the team.
• Coach, mentor, and develop team members to improve their capabilities.
• Conduct performance reviews and provide constructive feedback.
• Resolve team-level issues and promote a collaborative work environment.
• Monitor HR operational efficiency and drive continuous process improvements.
• Coordinate with management, department heads, and plant teams to ensure effective HR service delivery.
• H. Training & Development
  
• Identify training needs through performance appraisals, employee feedback, and departmental requirements.
• Prepare and implement quarterly and annual training calendars.
• Organize soft-skills training, including communication, presentation skills, and ISO awareness.
• Coordinate role-specific and operational training covering SOPs, safety, housekeeping, production processes, machinery, and work procedures.
• Facilitate cross-functional and interdepartmental training programs.
• Identify suitable external training agencies and subject-matter experts.
• Evaluate training effectiveness and monitor its impact on employee performance.
• I. Employee Engagement & Welfare
  
• Plan and implement employee engagement, welfare, and recognition activities.
• Conduct one-to-one employee interactions to understand concerns and expectations.
• Develop initiatives to strengthen employee relationships and workplace morale.
• Promote a positive work culture, employee participation, and retention.
• Coordinate employee communication and other employee relations initiatives.
• J. HR MIS & Reporting
  
• Prepare and submit periodic HR MIS reports to management.
• Maintain reports relating to headcount, recruitment, attrition, absenteeism, payroll, training, and performance appraisal.
• Analyse HR data and provide relevant insights to support management decisions.
• Maintain accurate and updated employee records and HR documentation.
• K. Plant & Branch Visits
  
• Conduct regular visits to plants and branches to review HR operations and employee-related matters.
• Coordinate with plant heads and departmental managers on manpower planning, employee relations, training, and HR compliance.
• Ensure consistent implementation of HR policies and processes across locations.
• L. Employee Separation & Exit Management
  
• Manage employee resignation processes and obtain the necessary approvals.
• Ensure smooth completion of exit formalities, clearances, and exit interviews.
• Coordinate full and final settlement with the concerned departments.
• Prepare quarterly exit analysis reports and identify key reasons for employee attrition.
• Recommend suitable retention and employee engagement measures based on exit feedback.
• M. Statutory Compliance & HR Documentation
  
• Ensure compliance with applicable labour laws and statutory requirements in coordination with the concerned teams and advisors.
• Maintain statutory records, employee documentation, and HR registers as applicable.
• Monitor compliance with company policies, procedures, and applicable employment regulations.
• Coordinate statutory inspections, audits, and labour-related documentation, wherever required.
• 3. Authorities & Decision-Making
  
• Conduct candidate interviews and recommend suitable candidates to management for selection.
• Coordinate and approve onboarding, induction, and probation processes within the scope of delegated authority and company policies.
• Implement HR policies, procedures, and applicable compliance requirements.
• Recommend employee confirmations, promotions, transfers, salary revisions, and disciplinary actions for management approval.
• Allocate responsibilities to HR team members and monitor their performance and deliverables.
• Escalate critical employee relations, disciplinary, and compliance matters to management for appropriate decisions.
• 4. Key Competencies Required
  
• Strong knowledge of HR operations and processes.
• Team leadership and people management skills.
• Recruitment, talent acquisition, and workforce coordination.
• Performance management and employee development.
• Employee relations, grievance handling, and conflict resolution.
• Knowledge of applicable labour laws and statutory compliance.
• Payroll coordination and HR MIS reporting.
• Excellent communication, interpersonal, and problem-solving skills.
• Strong planning, coordination, and decision-making abilities.
• Proficiency in MS Excel, MS Office, and HRMS/payroll systems.