HR Manager – HR Operations (Manufacturing)

Job Description:

Role Overview

We are looking for a strong HR Operations-focused HR Manager who can independently manage people engagement, rapid recruitment, onboarding, statutory compliance, HR automation, and cost-controlled HR processes in a manufacturing environment.

This is a hands-on role requiring close collaboration with department heads to reduce attrition, close vacancies quickly, ensure 100% compliance, automate HR operations, and maintain fixed process costs. The role will be governed by clearly defined KRAs and KPIs, directly impacting productivity, workforce stability, and operational efficiency.

Key Responsibilities (KRAs)
1. People Engagement & Retention

Drive employee engagement initiatives, especially for shop-floor and technical staff.

Proactively manage grievances, absenteeism, discipline, and employee relations issues.

Build a stable, positive, and retention-focused work culture.

Regularly interact with employees and supervisors to identify engagement gaps.

2. Recruitment & Vacancy Closure

Lead end-to-end recruitment for blue-collar, technical, supervisory, and staff roles.

Ensure all vacancies are closed within 2 weeks.

Maintain a continuous hiring pipeline through referrals, contractors, local hiring, and digital platforms.

Work closely with department heads to understand manpower needs and role expectations.

3. Talent Identification & Onboarding

Identify right-fit talent aligned with production and business needs.

Ensure onboarding and vacancy fulfillment within 3 weeks from approval.

Execute structured onboarding programs including safety induction, policies, and role clarity.

Ensure new hires achieve operational productivity quickly.

4. HR Compliance & Industrial Relations

Manage all statutory and legal compliances including Factory Act, Labour Laws, PF, ESI, CLRA, minimum wages, and statutory registers.

Ensure 100% compliance with updated records at all times.

Handle inspections, audits, and documentation with zero legal disputes.

Independently manage contract labour compliance and vendor coordination.

5. HR Operations Automation

Drive automation of attendance, payroll, leave management, recruitment tracking, onboarding, and HR MIS.

Ensure routine HR activities operate with minimal manual intervention.

Implement and enhance HR systems to reduce errors, time, and operational costs.

Maintain accurate, real-time HR data and dashboards.

6. Cost-Based Hiring & Appraisal Management

Ensure hiring and appraisal decisions strictly align with approved process costs.

Understand fixed operating costs of departments and ensure HR actions do not impact margins.

Partner with Operations Head / HODs to:

Hire manpower within cost structures

Conduct appraisals without increasing process costs

Act as a business HR partner, not merely an administrative function.

7. Performance Management

Implement and manage a structured performance appraisal system aligned with productivity and cost efficiency.

Ensure 100% on-time appraisal completion.

Support HODs in linking performance with output, discipline, and cost control.

Track productivity improvements post appraisal cycles.

8. Health, Safety & Employee Welfare

Coordinate with safety teams to ensure complete safety training and compliance.

Promote workplace safety, PPE usage, and incident reporting.

Drive employee welfare initiatives such as health camps and well-being programs.

9. HR Analytics & Reporting

Track key HR metrics including attrition, absenteeism, hiring cycle time, and productivity.

Prepare and present monthly HR MIS and dashboards to management.

Use HR data to recommend process improvements and cost optimization.

Key Performance Indicators (KPIs)
People & Engagement

Annual attrition: 20%

Shop-floor absenteeism: 5%

Employee engagement score: 80%

Recruitment

Vacancy closure time: 2 weeks

Onboarding completion: 3 weeks

Offer-to-joining ratio: 80%

Workforce readiness vs production need: 95%

HR Operations & Compliance

Payroll accuracy: 99%

Statutory compliance: 100%

Legal disputes/notices: Zero

HR process automation: 100% of routine activities

Performance & Cost Control

Appraisal completion: 100% on time

Productivity improvement: 20-25% annually

HR-driven process cost deviation: Zero