General manager

Job Description – General Manager (HR, IR, Training & Administration) Job Title: GM – HR, IR, Training & Administration Department: HR & Admin Reports to: Sr. GM & VP – HR Team: DGM (1), AGM (2), Manager (2), HR staff (6-10) Total: ~20 Location: Multiple Plant Sites (Dahej, Ankleshwar, Panoli, Head office) Grade/Level: Management Purpose of the Role The role ensures effective people management strategies across all units, focusing on: - Industrial harmony and smooth site operations - Long-term wage settlements, dispute resolution, and legal compliance - Talent acquisition, retention, and development - Employee satisfaction, engagement, and morale - Driving certifications, audits, and sustainability initiatives in collaboration with GM–EHS Key Responsibilities Industrial Relations & Compliance • Maintain industrial peace and harmony across all units. • Lead three-year long-term wage settlement negotiations with Labour Unions. • Resolve critical union-related issues through dialogue and structured engagement. • Liaise with labour authorities (Labour Office, DISH, PF, ESIC, SDM, Mamlatdar, etc.) to ensure compliance. • Coordinate closely with senior advocates and attend all labour court, industrial tribunal, and High Court matters under Industrial Disputes Act, Bonus Act, Workmen Compensation Act, and related laws. • Monitor compliance through Legatrix and internal audits. Talent Acquisition & Retention • Manage manpower planning, recruitment, and timely replacements. • Conduct campus drives, walk-ins, and portal-based hiring. • Ensure succession planning for critical positions. • Monitor KRAs/KPIs and performance appraisals. • Drive employee engagement and retention strategies. HR Operations & Administration • Implement and review HR policies, SOPs, and propose improvements to Corporate HR. • Ensure timely payroll, wages, and statutory remittances (PF, ESIC, PT, Welfare Fund). • Oversee security, housekeeping, and medical services (including health checkups). • Maintain accurate employee records, induction, and exit formalities. Training & Development • Design and monitor training programs as per calendar. • Conduct awareness and skill development programs for employees. • Increase training hours and ensure cost-effective initiatives. • Facilitate training on Human Rights, Business Ethics Codes, and Responsible Care principles. • Track training effectiveness and impact on performance. Certifications, Sustainability & Audits • Drive and monitor Responsible Care – Security Code 7 implementation and audits. • Ensure HR’s role in ISO 13001:2016, Eco Vadis, and Sustainability assessments. • Prepare and submit Quarterly Safety & HR MIS jointly with EHS. • Support statutory HR audits and ensure closure of non-conformities. • Promote and document compliance with international standards on labour practices, human rights, and workplace ethics Key Performance Indicators (KPIs)• Industrial Relations: Successful completion of 3-year wage settlements; Timely resolution of union issues; Effective legal case handling; No major IR-related disruptions. • Certifications & Sustainability: Successful completion of Responsible Care (Security Code 7) audits; ISO 13001, Eco Vadis, Sustainability ratings – improved scores year-on-year; Timely submission of Quarterly Safety & HR MIS with GM–EHS; 100% statutory HR audit compliance. • Talent Acquisition: Recruitment cycle time, cost per hire, attrition levels, succession planning. • Training & Awareness: Training calendar adherence, coverage of Human Rights & Business Codes, employee satisfaction. • Operational Support: Positive plant feedback, cost control, zero major audit noncompliances.