HUMAN RESOURCE MANAGER

We are seeking a seasoned, strategic, and hands-on Head of HR IR to lead our end-to-end Human Resources operations and Industrial Relations framework. The ideal candidate will bridge strategic business objectives with operational HR excellence while maintaining harmonious labor relations across manufacturing/plant operations and corporate offices.

This role requires deep expertise in Indian Labour Laws, hands-on experience in managing and navigating the Industrial Disputes Act, and a proven track record of fostering a productive, compliant, and employee-centric organizational culture.

1. Demand Forecasting: Partner with business unit leads quarterly or annually to evaluate projected revenue growth, product roadmaps, and business expansion. Calculate headcount needs based on workload capacity.
2. Workforce Gap Analysis: Compare the current headcount skill inventory against future business objectives to pinpoint skill gaps and identify emerging role requirements.
3. Attrition Turn Analytics: Analyze historical turnover rates and seasonal patterns to build target buffer hiring plans and avoid understaffing critical teams.

1. Labour Law Compliance: Ensure 100% statutory compliance under all applicable state and central labour legislation (e.g., Factories Act, Industrial Disputes Act, Contract Labour Regulation Abolition Act, Payment of Wages Act, Minimum Wages Act, POSH, ESI/PF Acts).
2. Industrial Disputes Resolution: Serve as the primary representative in handling conciliation proceedings, labour courts, tribunals, and legal disputes under the Industrial Disputes Act, 1947.
3. Contract Labour Management: Oversee contract workforce management, contractor audits, statutory vendor compliances, and risk mitigation related to contract labor deployment.

1. HR Leadership Strategy: Develop and align overall HR strategies with organizational goals to drive performance, capability building, and business growth.
2. Talent Acquisition Workforce Planning: Lead manpower planning, executive hiring, and high-volume recruitment for corporate, plant, and field operations.
3. Performance Management (PMS): Drive goal-setting, appraisal cycles, continuous feedback mechanisms, and merit-based reward frameworks across all levels.
4. Organization Development Engagement: Implement employee engagement programs, culture-building initiatives, and change management processes.

1. Policy Formulation: Draft, implement, and periodically review HR policies, Standing Orders, Code of Conduct, and disciplinary frameworks.
2. Disciplinary Action Management: Manage domestic inquiries, show-cause notices, charge sheets, and disciplinary proceedings in compliance with natural justice and legal standards.
3. Learning Development: Identify training needs, execute capability development programs, and build leadership talent pipelines.
4. Payroll Benefits Oversight: Oversee payroll processing, employee benefits administration, and compensation benchmarking.