Plant Human Resource Manager

Manpower Hiring & Succession Planning (Blue & White Collar)

• Lead end-to-end manpower hiring for the plant across both blue-collar (workmen, operators, contract labour) and white-collar (staff, supervisory, and managerial) categories.
• Own manpower planning and budgeting in partnership with department heads headcount forecasting, sanctioned strength vs. actual, and seasonal/peak-season hiring for plant operations.
• Drive sourcing and closure for blue-collar hiring through local networks, ITIs, contractors/manpower vendors, and walk-ins, and for white-collar roles through portals, referrals, and consultants.
• Lead succession planning for critical blue- and white-collar roles identify successors for key operator/supervisory positions and leadership roles, and build readiness through job rotation and cross-training.
• Maintain a live manpower and succession tracker for the plant and report hiring/succession status to Plant Head and Head – HR.

HR Business Partnering

• Act as the primary HR point of contact and strategic partner to plant leadership, translating business priorities into people plans and organizational interventions.
• Partner with department heads on organization design, role structuring, and workforce planning aligned to plant capacity and production plans.
• Provide data-backed HR insights — headcount, attrition, cost-to-company, productivity linkages — to support plant-level business decisions.
• Drive change management for new initiatives, restructuring, shift/process changes, and automation rollouts, ensuring smooth people transitions.
• Build HR capability at the plant by coaching supervisors and managers on people practices, employee handling, and HR policy application.

Learning & Development (L&D)

• Conduct training needs identification across departments and shifts in coordination with functional heads.
• Design and drive the annual training calendar — functional/technical, behavioural, leadership, and statutory/mandatory training (safety, GMP, POSH, quality, etc.).
• Own the induction and onboarding training plan for every new hire, and track completion of organization-specific and role-based training.
• Maintain training records ensure closure of mandatory/statutory training compliance for all employee categories.

Environment, Health & Safety (EHS)

• Partner with the Safety/EHS team to drive a zero-harm culture across the plant — safe work practices, PPE compliance, and hazard reporting.
• Support incident/accident investigation, root cause analysis, and corrective/preventive action (CAPA) from an HR and people standpoint.
• Coordinate statutory safety training, mock drills, and health check-ups (occupational health, periodic medical examinations) for employees and contract workforce.
• Track EHS compliance status, near-miss reporting, and safety KPIs; support audits (ISO 45001, factory safety inspections, and customer/certification audits).
• Drive employee welfare initiatives —

canteen, rest rooms, drinking water, sanitation, and other statutory welfare provisions under the Factories Act.

Legal & Statutory Compliance

• Ensure full plant-level compliance with applicable labour laws — Factories Act, PF, ESI, Bonus, Gratuity, POSH, Contract Labour (Regulation & Abolition) Act, Minimum Wages Act, and other central/state statutes.
• Maintain statutory registers, licenses, returns, and renewals; liaise with the labour department, factory inspectors, and other government authorities.
• Own POSH compliance — Internal Committee (IC) constitution, awareness training, and case handling.
• Manage contract labour/vendor compliance, including licensing, documentation, and periodic audits of contractor workforce records.
• Handle disciplinary processes, domestic enquiries, show-cause notices, and separations in line with legal requirements; coordinate with legal counsel on disputes and regulatory updates