Plant HR Head - Manufacturing

Function: Human Resources

Location: Plant / Manufacturing Location

1. Job Purpose:

To lead and drive the overall Human Resources and Industrial Relations function at the manufacturing plant, ensuring effective workforce management, harmonious industrial relations, organisational development and compliance with applicable labour laws.

The role will act as a strategic HR business partner to plant leadership, aligning people strategies with business objectives while fostering a productive, disciplined, engaged and performance-driven workforce.

2. Key Responsibilities:

A. Strategic HR & Business Partnering:

• Develop and implement HR strategies aligned with plant business objectives.
• Partner with Plant Head and leadership teams on organisational effectiveness and workforce productivity.
• Drive manpower budgeting, workforce planning and resource optimisation.
• Lead talent acquisition, succession planning, talent management and retention initiatives.
• Drive performance management, competency development and leadership capability building.
• Implement HR policies, systems and processes across the plant.

B. Industrial Relations & Union Management:

• Lead industrial relations activities and maintain harmonious relations with employees, unions and worker representatives.
• Manage union negotiations, wage settlements, long-term settlements and collective bargaining agreements.
• Handle disciplinary matters, domestic enquiries, grievances and employee disputes.
• Develop proactive strategies to prevent industrial disputes, strikes, work stoppages and labour unrest.
• Maintain effective relationships with labour authorities, government departments and external stakeholders.
• Ensure smooth management of contract labour and workforce-related issues.

C. Plant HR Operations & Administration:

• Oversee end-to-end plant HR operations, including recruitment, onboarding, employee lifecycle management and separation.
• Manage contract manpower, attendance, payroll coordination and employee welfare.
• Drive employee engagement, communication, recognition and retention initiatives.
• Oversee plant administration, facilities, security, transport, canteen and other employee services, wherever applicable.
• Ensure effective implementation of HR policies and standard operating procedures.

D. Statutory Compliance & Labour Laws:

• Ensure compliance with applicable labour laws, statutory requirements and regulatory frameworks.
• Monitor factory-related labour compliance, contractor compliance, PF, ESI, wages, bonus, gratuity and other statutory obligations.
• Coordinate labour inspections, audits and statutory submissions.
• Maintain accurate employee records, registers and documentation.
• Minimise legal and compliance risks through robust governance and internal controls.

E. Organisational Development & Employee Capability:

• Identify skill gaps and drive training and development initiatives.
• Develop multi-skilling, workforce flexibility and capability-building programmes.
• Drive employee productivity, performance improvement and engagement initiatives.
• Promote a culture of discipline, accountability, safety and continuous improvement.
• Support WCM, TPM, Lean Manufacturing and other operational excellence initiatives through people practices.

3. Key Performance Indicators (KPIs):

• Industrial relations stability and zero/uninterrupted production loss due to IR issues.
• Manpower productivity and workforce cost optimisation.
• Employee retention and reduction in absenteeism.
• Timely closure of recruitment and critical manpower requirements.
• Statutory and labour law compliance.
• Employee engagement and training effectiveness.
• Successful implementation of HR initiatives and performance management processes.