Human Resources Director

The role of Senior Human Resources Manager is pivotal in spearheading the human resources function for Quality & Operations departments at a manufacturing site. As a strategic HR Business partner, this individual will provide key insights to the Site Leadership team, ensuring seamless execution of employee lifecycle processes and supporting business objectives through effective manpower planning, budgeting, talent acquisition, and administrative activities.

Responsibilities:

• Strategic HR Partner: This includes planning, implementing, and evaluating employee relations and human resource programs and practices, aligning people strategy with business needs.
• Talent Acquisition and Onboarding: Responsible for acquiring talented workforce within optimal timeframe to ensure business continuity, identifying manpower requirements based on priorities, and ensuring best-in-class onboarding experience for new joiners.
• HR Manpower Planning, Budgeting: Assists in budgeting process of all HR items (manpower costs, operational expenditures) and headcount requirement, periodically reviewing actual spend vis-à-vis approved budgets, optimum utilization of manpower budgets, and trend analysis to ensure manpower costs are within budget.
• Performance Management: Drives continuous performance management and annual compensation review for the site, trains line managers on goal setting and sharing performance feedback, enabling business leaders to take informed decisions regarding promotions, compensation revisions, etc.
• Talent Management: Implements periodic talent management reviews and ensures development/retention plans are executed, creates and implements succession plans for critical roles, understands talent priorities of the site, identifies development needs, and drives programs to address these needs.
• Learning & Development: Promotes a culture of learning and high performance, identifies training needs, prepares training calendar, evaluates training efficacy, and works with corporate HR teams to implement various training programs for the site.
• HR Compliance & Statutory Obligations: Ensures HR legal compliances by monitoring and implementing applicable statutory laws, maintaining records, and representing the organization at various associations related to human resources, liaising with statutory bodies and government agencies like Labour Office, Factory Inspector Office, Gram Panchayat, Welfare Fund Office, and PF to maintain compliance.
• Labour Management: Maintains harmonious and productive IR environment, keeps track of productivity, identifies scope of cost savings, ensures all statutory compliances are followed by manpower vendors, maintains healthy and productive work environment, identifies and resolves employee grievances in timely manner, takes appropriate disciplinary actions if needed as per laid-down processes.
• Employee Engagement & Wellbeing: Implements initiatives and carries out activities on a day-to-day basis to impact key drivers of employee engagement, leads wellbeing initiatives at the site with objective to achieve holistic wellbeing of employees at the site.
• HR Operations: Supervises and reviews all HR operations pertaining to employee life cycle with objective of streamlining and bringing in more efficiency.
• Guides and coaches HR team members to take higher responsibility, effective stakeholder management, and develop next line of leaders.
• Special projects: Supports in conceptualizing and executing special HR-related projects to meet specific business needs from time to time.

Educational Qualifications:

MBA HR / Masters in Human Resource Management

Experience:

• 15+ years' experience handling HR function. Experience in manufacturing set-up is preferred.

Knowledge and Skills (Functional / Technical):

• HR Operations, Industrial Relations
• Understanding of labour legislations
• Strong business acumen
• Excellent management skills with ability to influence management
• Excellent analytical ability
• Ability to interface with all levels of management, especially senior-level stakeholders