Strategic HR (Generalist) _ NTF Group_ Manesar

Role & responsibilities

Deputy Manager / Manager Strategic HR (Generalist)

Location: Manesar, Haryana
Department: Human Resources
Reporting To: Head HR / Plant HR Head

Position Purpose

The incumbent will act as a Strategic HR Business Partner and play a pivotal role in aligning people strategy with business objectives. The role will be responsible for driving end-to-end HR Generalist activities including manpower planning, talent acquisition, organizational development, performance management, employee engagement, succession planning, HR analytics, and change management.

The position will have a strong focus on supporting Greenfield Projects, plant setup initiatives, workforce ramp-up, and organizational capability building to ensure business growth and operational excellence.

Key Responsibilities

1. Strategic HR Business Partnering

• Partner with Business Heads and Functional Leaders to align HR strategies with business objectives.
• Translate business plans into people strategies and workforce plans.
• Drive organization effectiveness, productivity improvement, and workforce optimization initiatives.
• Participate in leadership reviews and strategic business planning discussions.
• Implement HR interventions to support business growth and operational excellence.

2. Talent Acquisition & Workforce Planning

• Develop annual manpower plans and recruitment strategies.
• Drive hiring for leadership, middle-management, technical, and specialist positions.
• Build talent pipelines through consultants, referrals, direct sourcing, and campus hiring.
• Monitor recruitment KPIs such as Time-to-Fill, Cost-per-Hire, Offer-to-Join Ratio, and Quality of Hire.
• Ensure closure of critical positions within agreed timelines.

3. Greenfield Project HR Management

• Lead end-to-end HR activities for Greenfield Manufacturing Projects including plant setup and commissioning phases.
• Develop manpower ramp-up plans aligned with project timelines.
• Design organizational structures and workforce deployment models for new facilities.
• Lead mass hiring initiatives for shop-floor, technical, and managerial positions.
• Collaborate with Project, Engineering, Production, Maintenance, PPC, Purchase, and Quality teams to ensure manpower readiness.
• Establish HR systems, policies, SOPs, onboarding processes, performance frameworks, and employee engagement initiatives for newly commissioned plants.
• Support localization plans and workforce transition during project implementation.
• Monitor project hiring milestones and provide periodic manpower readiness reports to management.
• Coordinate with consultants, educational institutes, contractors, and government agencies for workforce mobilization.
• Ensure smooth stabilization of plant operations through effective manpower deployment and retention strategies.

4. Performance Management System (PMS)

• Manage the complete performance management cycle including goal setting, review processes, and annual appraisals.
• Facilitate KRA/KPI alignment across departments.
• Conduct performance calibration exercises and talent review discussions.
• Drive Performance Improvement Plans (PIPs) where required.
• Improve performance culture through continuous feedback mechanisms.

5. Organization Development & Talent Management

• Design and implement talent management frameworks.
• Drive succession planning for key and critical positions.
• Identify high-potential employees and support leadership pipeline development.
• Develop Individual Development Plans (IDPs) for future leaders.
• Conduct annual talent review and capability assessment exercises.

6. Learning & Development

• Conduct Training Need Identification (TNI) based on organizational requirements.
• Develop competency-based training programs.
• Drive technical, behavioral, leadership, and functional development initiatives.
• Support implementation of Skill Matrix, DOJO activities, and competency enhancement programs.
• Monitor training effectiveness and return on investment (ROI).

7. Employee Engagement & Culture Building

• Develop and execute employee engagement initiatives across the organization.
• Conduct employee satisfaction and engagement surveys.
• Drive recognition and reward programs.
• Promote a positive work culture aligned with organizational values.
• Handle employee grievances and conflict-resolution initiatives.

8. Employee Relations & Industrial Relations

• Maintain harmonious employee relations within the organization.
• Support disciplinary actions and grievance management processes.
• Ensure compliance with labor laws and statutory regulations.
• Assist in handling employee disputes and investigations.
• Coordinate with legal and compliance teams when required.

9. HR Analytics & MIS

• Develop HR dashboards and analytics reports for management review.
• Analyze manpower trends, attrition, absenteeism, hiring effectiveness, and productivity data.
• Generate actionable insights to support strategic decision-making.
• Present monthly and quarterly HR performance reports to leadership teams.

10. Compensation & Benefits

• Support CTC benchmarking and compensation structure reviews.
• Participate in annual salary revision and performance-linked compensation exercises.
• Monitor internal parity and market competitiveness.
• Ensure manpower costs remain within approved budgets.

11. Policy Development & HR Governance

• Review and implement HR policies and procedures.
• Ensure organizational compliance with applicable labor laws.
• Participate in HR audits and certification requirements.
• Drive standardization and continuous improvement of HR processes.

Education

• MBA / PGDM in Human Resources from a reputed institute.
• Certification in HR Analytics, Talent Management, OD, or Labor Laws will be an added advantage.