Regional HRBP

Role & responsibilities

Labor Compliance & Contract Management:

• Ensure compliance with all labor laws, factory regulations, and statutory requirements.
• Handle contract labor management, including negotiations with contractors, and ensure contract workers welfare and compliance with labor laws.
• Conduct regular audits to ensure adherence to safety, health, and labor regulations.

Government Authorities Liaisoning:

• Act as the primary point of contact for liaising with government authorities and local bodies for compliance, regulatory approvals, inspections, and audits.
• Ensure timely submission of statutory reports and maintain cordial relationships with relevant authorities, including labor officers, factory inspectors, and environmental bodies.

HR Operations & Administration:

• Oversee day-to-day HR activities at the factory, ensuring smooth execution of HR processes.
• Maintain employee records, attendance, and payroll for both permanent and contract staff.
• Implement and manage HR policies, procedures, and compliance with labor laws.

Sales HR Business Partner:

• Partner with Regional Sales Heads to drive manpower planning, hiring, capability building, performance management, and talent development across the sales organisation.
• Drive sales workforce productivity through effective implementation of sales incentive programs, engagement initiatives, succession planning, and retention interventions.
• Provide HR insights through sales analytics, workforce planning, and organisation reviews to strengthen sales capability and support business growth.

Recruitment & Staffing:

• Manage end-to-end recruitment for both blue-collar and white-collar positions.
• Oversee the hiring and onboarding process for contract labor in coordination with contractors.
• Develop and implement workforce planning strategies to meet production demands.

Employee Relations & Engagement:

• Foster a positive work culture by maintaining open lines of communication between management and employees.
• Address grievances, resolve conflicts, and manage disciplinary actions in line with company policies.
• Plan and execute employee engagement activities to improve morale and productivity.

Training & Development:

• Identify training needs and organize skill development programs for employees.
• Coordinate safety and compliance training for both permanent and contract workers in collaboration with safety teams.

Performance Management:

• Implement performance evaluation processes for both blue and white-collar employees.
• Provide guidance on goal-setting, appraisals, and career development.
• Address performance issues and ensure a fair and transparent review process.

Employee Welfare & Benefits:

• Manage employee welfare programs, including health and insurance benefits.
• Ensure timely payment of wages and benefits to contract workers.
• Facilitate communication about benefits and welfare policies.