Deputy General Manager - Human Resources - Manufacturing

Role Purpose:

To lead and manage all Human Resource and Industrial Relations activities at the plant, ensuring a productive, compliant, and engaged workforce while supporting business objectives through effective people management practices.

Key Responsibilities:

1. HR Business Partnering:

• Act as the strategic HR partner to the Plant Head and functional leaders.
• Align HR initiatives with plant business goals, productivity targets, and operational requirements.
• Provide guidance on organizational design, workforce planning, and talent management.

2. Talent Acquisition & Workforce Planning:

• Manage manpower planning and budgeting for the plant.
• Lead recruitment of staff, engineers, supervisors, and shopfloor personnel.
• Ensure timely onboarding and induction of new employees.
• Develop succession plans for critical plant positions.

3. Industrial Relations (IR):

• Maintain harmonious employee and union relations.
• Handle collective bargaining, wage settlements, and negotiations where applicable.
• Address grievances, disciplinary matters, and employee disputes.
• Ensure compliance with labor laws and statutory regulations.
• Liaise with labor authorities and government agencies.

4. Performance Management:

• Drive goal setting, performance appraisal, and performance improvement processes.
• Support managers in performance reviews and talent assessments.
• Implement reward and recognition programs to enhance employee motivation.

5. Learning & Development:

• Identify training needs across plant functions.
• Develop annual training calendars and capability-building initiatives.
• Facilitate leadership development and technical skill enhancement programs.
• Monitor training effectiveness and competency development.

6. Employee Engagement & Culture:

• Lead employee engagement initiatives and communication programs.
• Conduct employee satisfaction surveys and action planning.
• Foster a culture of accountability, teamwork, and continuous improvement.
• Organize employee welfare, CSR, and community engagement activities.

7. Compensation & Benefits:

• Ensure effective administration of compensation and benefits programs.
• Monitor market competitiveness and internal equity.
• Support annual compensation reviews and budgeting exercises.

8. HR Operations & Administration:

• Oversee payroll inputs, attendance management, leave administration, and HR records.
• Ensure accurate HRIS data management and reporting.
• Drive process improvements and digitization initiatives in HR operations.

9. Statutory Compliance:

• Ensure compliance with all applicable labor laws and regulations, including:

• 1. Factories Act
• 2. Industrial Relations Code
• 3. EPF, ESI, Gratuity, Bonus
• 4. Contract Labour regulations
• 5. Shops & Establishments (where applicable)
• 6. POSH compliance

• Coordinate internal and external compliance audits.

10. Contract Labour Management:

• Manage contractor workforce deployment and productivity.
• Ensure statutory compliance by contractors.
• Monitor contractor performance and workforce costs.
• Conduct regular audits of contract labor practices.

11. Health, Safety & Environment Support:

• Partner with EHS teams to promote a safe workplace culture.
• Support safety training, awareness programs, and behavioral safety initiatives.
• Participate in safety committees and incident investigations.

12. HR Metrics & Continuous Improvement:

• Monitor and analyze HR KPIs, including:

• 1. Attrition
• 2. Absenteeism
• 3. Manpower productivity
• 4. Overtime costs
• 5. Training effectiveness
• 6. Employee engagement scores

• Drive continuous improvement and HR excellence initiatives