Senior Human Resource Manager

Key Responsibilities

1. Human Resource Management

• Develop and implement HR strategies aligned with business and manufacturing objectives.
• Manage the complete employee lifecycle including manpower planning, recruitment, onboarding, transfers, promotions, and separations.
• Drive employee engagement, retention, welfare, and organizational culture initiatives.
• Develop and implement HR policies, SOPs, and processes.
• Partner with business/plant leadership on workforce-related matters.

2. Industrial Relations

• Manage day-to-day Industrial Relations activities and maintain harmonious employee-management relations.
• Handle workmen grievances, disciplinary matters, absenteeism, misconduct, and workplace conflicts.
• Manage union-related matters, negotiations, settlements, and discussions with employee representatives.
• Conduct domestic enquiries and disciplinary proceedings in accordance with applicable laws and company policies.
• Develop strategies to prevent and resolve industrial disputes.
• Maintain effective communication with workers and their representatives.

3. Labour Law & Statutory Compliance

• Ensure compliance with applicable labour laws, employment regulations, standing orders, and statutory requirements.
• Oversee compliance related to wages, working hours, overtime, leave, PF, ESI, bonus, gratuity, contract labour, minimum wages, etc.
• Coordinate labour department inspections, notices, audits, and statutory proceedings.
• Maintain statutory registers, records, returns, and documentation.
• Ensure compliance of contractors and contract labour with applicable statutory requirements.

4. Workforce & Plant HR

• Drive manpower planning and productivity initiatives for factory operations.
• Monitor attendance, absenteeism, overtime, manpower utilization, and labour productivity.
• Work closely with Production, Quality, Safety, Finance, and Administration teams.
• Support implementation and effective utilization of HRMS systems.
• Analyse HR/IR data and prepare management reports and MIS.

5. Performance & Employee Development

• Drive performance management processes for employees and workmen.
• Identify training and skill-development requirements in coordination with functional heads.
• Support succession planning and talent development initiatives.
• Develop and monitor employee capability-building programs.

6. Employee Welfare & Engagement

• Ensure effective implementation of employee welfare initiatives.
• Manage facilities such as canteen, transport, medical facilities, sanitation, uniforms, and other worker welfare requirements.
• Conduct employee engagement activities and worker communication forums.
• Promote a safe, respectful, and productive workplace environment.

7. HR Policies & Process Improvement

• Review and update HR/IR policies in line with business requirements and legal changes.
• Identify opportunities for process improvement, automation, and cost optimization.
• Establish effective HR governance and documentation practices.
• Drive HRMS adoption for attendance, leave, payroll, overtime, and employee records.

Key Skills & Competencies

• Strong knowledge of Industrial Relations and Labour Laws
• Excellent Union & Workmen Management skills
• Experience in handling disciplinary proceedings and domestic enquiries
• Strong grievance-handling and conflict-resolution abilities
• Manufacturing/Plant HR expertise
• Manpower planning and workforce management
• Strong communication and negotiation skills
• Employee engagement and retention
• HR policy development and implementation
• HR analytics and MIS
• Strong leadership and stakeholder-management skills