Plant Human Resource Manager

Business Title: Plant HR Manager

Reports to (position): Head of HR / Plant Head

Location: Kandla, Gujarat, India

Role Purpose Statement:

The Plant HR Manager is a strategic and hands-on HR leader responsible for managing all aspects of the human resources function at the manufacturing plant. This role balances local operational HR needs with corporate global HR strategies. It involves managing complex unionized environments, ensuring labour compliance, and integrating global HR systems and processes. The HR Manager will act as both an advisor to senior leadership and a champion of employee engagement, driving continuous improvement in HR practices and workplace culture.

Main Accountabilities:

1. Industrial Relations &Works Committee / Union Engagement

• Union Negotiations & Relationship Building:

o Lead proactive dialogue with works committee /union representatives, preparing for and executing collective bargaining negotiations if applicable.

o Build a positive relationship with works committee / union leadership to maintain a collaborative and transparent working environment.

• Grievance & Disciplinary Management:

o Serve as the primary point of contact for employee grievances, ensuring that issues are resolved in accordance with company policy and labour laws.

o Manage the disciplinary process, from investigation to resolution, while ensuring fairness and compliance with union agreements/ Standing Orders.

• Compliance & Regulatory Oversight:

o Maintain strict adherence to local labour laws, statutory guidelines, and industry standards (e.g., Factories Act, Shops & Establishment Act, ESI, PF, Gratuity).

o Prepare for and manage labour inspections, audits, and inquiries from government agencies, ensuring that all union-related issues are properly documented and addressed.

2. Talent Acquisition & Workforce Planning

• End-to-End Recruitment:

o Oversee the recruitment process for both blue-collar and white-collar roles, working with recruiters and other internal partners to select the best-fit talent.

o Use global HR platforms to track recruitment metrics and optimize hiring strategies in discussions with TA team.

• Strategic Workforce Planning:

o Conduct thorough workforce planning exercises to forecast staffing needs, including succession planning for critical roles.

o Collaborate with plant leadership and global HR teams to develop a strategy that balances short-term operational needs with long-term growth goals.

• Diversity, Equity, and Inclusion (DEI):

o Drive initiatives that promote an inclusive work environment, ensuring diverse talent pools are considered during recruitment and promotion processes.

3. Learning & Development (L&D) Pillar - BPS

• Skills Development & Training Programs:

o Identify skill gaps and coordinate with the Learning & Development teams to design and implement targeted training programs for technical and soft skills.

o Leverage global learning frameworks and e-learning modules to ensure consistent training quality across locations.

• Performance Enhancement:

o Establish and maintain robust performance management systems, ensuring that periodic evaluations are conducted to foster continuous improvement and career development.

• Leadership Development:

o Support the development of leadership capabilities within the plant, preparing mid-level managers and supervisors for future leadership roles.

4. Employee Engagement & Culture Building

• Employee Experience:

o Design and execute programs that enhance employee satisfaction and retention, such as recognition schemes, wellness initiatives, and social events that align with both local culture and global HR values.

• Change Management:

o Act as a catalyst for change by effectively communicating organizational changes, aligning employee perspectives

• Organizational Development:

o Promote a culture of continuous improvement by facilitating employee feedback sessions, conducting regular employee engagement surveys, and analyzing feedback to implement strategic improvements.

5. HR Operational Excellence

• Budgeting & Cost Management:

o Manage HR departmental budgets, ensuring cost-effective solutions while maintaining quality HR service delivery.

• Communication & Collaboration:

o Serve as a liaison between the plant and the central HR team, ensuring that HR strategies and policies are effectively communicated and implemented at the local level.

o Local Policies preparation / management

6. Contract Labour Management :

• Liaise with External Vendors Agreements and their deployment in discussion with Plant Manager

• Productivity Improvements

• The engagement and wellness of the staff

• Welfare and Safety of the Contract Labour

7. Global HR System Integration & Alignment

• Implementation of Global HR Platforms:

o Collaborate with global HR teams to deploy and optimize HRIS platforms

o Ensure that all plant-level HR processes, from recruitment to performance management, align with corporate systems and reporting requirements.

• Standardization of HR Processes:

o Adapt global HR policies and best practices to the local context, ensuring consistency while addressing unique plant needs.

o Monitor adherence to global HR standards in performance reviews, succession planning, and employee development initiatives.

• Data Management & Reporting:

o Generate regular HR dashboards and performance metrics, providing insights to both plant leadership and India Leadership.

o Utilize data analytics to identify trends, forecast workforce needs, and develop strategic initiatives that drive operational excellence.

8. Boundary management and CSR :

• Engage effectively with the community and drive employee volunteering

Additional Responsibilities:

• Crisis & Conflict Management:

o Lead the plants response to any crisis or conflict situation, coordinating with country HR, legal, and senior management teams.

• Benchmarking & Continuous Improvement:

o Stay informed on industry best practices and legal developments, continuously benchmarking internal practices against global standards.

• Diversity & Inclusion Advocacy:

• Actively promote a diverse and inclusive work culture, ensuring that local DEI standards are translated into tangible local initiatives.

Key Relationships, Stakeholders & Interfaces (External & Internal):

• Internal Stake holders Plant Head, Departmental Heads & People

• External Stake holder Vendors, Society and Company People Families.

Knowledge and Technical Competencies:

• Industrial & Employee Relations:

o Expertise in negotiating union contracts, managing grievances, and fostering a cooperative labour-management relationship.

• HR Alignment:

o Ability to seamlessly integrate local practices with corporate HR systems, ensuring standardized processes across international locations.

• Analytical & Strategic Thinking:

o Capacity to utilize data-driven insights for decision-making and to anticipate future workforce trends.

• Change Management:

o Strong skills in managing organizational change, guiding employees through transitions, and aligning change with strategic goals.

• Communication & Leadership:

o Excellent interpersonal and communication skills, with the proven ability to build rapport at all organizational levels.

• Ethical Judgment & Compliance:

• Sound understanding of legal frameworks and adherence to ethical practices in HR management.

Education/Experience

• Education:

o MBA/PGDM in Human Resources Management or a related field.

• Experience:
  
  o 815 years of progressive HR experience, with a minimum of 45 years in a unionized manufacturing plant or industrial setting.
  
  o Proven experience working multinational HR systems and processes.
• Technical Proficiency:
  
  • Strong command of HRIS platforms (e.g., SAP SuccessFactors) and proficiency in using data analytics tools.