General Manager

General Manager (Learning & Development)

*Division: ESG Pratibha Syntex Ltd.

*Reporting to: Managing Director & Joint Managing Director

*Location: Gyanpeeth, Pratibha Syntex, Pithampur (with oversight of Fibre, Yarn, Fabric, and Garment Divisions and its subsidiaries)

1. Role Purpose

The General Manager -Learning & Development (GM - L&D) within the ESG Division of Pratibha Syntex Ltd. will lead the design and implementation of capability-building programs across Fibre, Yarn, Fabric, and Garment operations. The immediate focus is on stabilizing, training, and retaining the blue-collar and supervisory workforce, ensuring operational continuity, productivity, and adherence to ESG and ethical standards. Once workforce stability is achieved, the role will expand to long-term learning, employability, welfare, and social development programs for employees and their families.

2. Functional Prioritization and Focus Areas

Priority Level - Definition (Focus Timeline)

• Critical & Urgent - Directly impacts production continuity, workforce stability, and cost | Immediate (0-6 months)
• Critical & Important - Foundational initiatives sustaining long-term capability.(6-12 months)
• Non-Critical but Urgent - Supportive programs aiding compliance and transition. (Parallel / Low-resource)
• Non-Critical & ImportantStrategic initiatives for long-term ESG and learning goals. (Year 2 onwards)

3. Critical & Urgent Priorities (0-6 Months)

• Recruit, induct, and retain blue-collar and supervisory workforce.
• Conduct structured Induction & Orientation covering ESG values, safety, workplace discipline, and organizational culture.
• Rapidly train on production skills, discipline, and quality standards.
• Build linkages with ITIs, polytechnics, and DDUGKY/NAPS partners.
• Establish supervision pipeline and retention tracking within 90 days.

KPI -- Target

• Blue-collar retention (first 3 months) -- 90%
• Supervisor/monitor retention (first 6 months) -- 85%
• Average time-to-fill operator positions -- 20 days
• % of blue-collar workforce trained on core operations -- 80%
• Absenteeism reduction -- 15% improvement
• Supervisory training coverage -- 100% trained on functional + soft-skills
• Completion of induction for new recruits -- 100% within first week

4. Functional and Soft-Skills Development (0-12 Months)

• Deliver short-cycle technical and behavioral training on machine handling, quality, hygiene, and teamwork.
• Implement peer-learning and feedback mechanisms.
• Measure outcomes through performance and absenteeism data.
• Ensure supervisors demonstrate improved behavioral and communication skills.

KPI -- Target

• Training completion for all operators -- 100% within 3 months
• Training effectiveness (post-test) -- 80%
• Reduction in rework/errors -- 10%
• Supervisor behavior score -- 80% satisfaction

5. Critical & Important (6-12 Months)

• Standardize skills via Skill Matrix and certification.
• Develop internal supervisor promotion paths.
• Link training to incentives and skill certification.
• Integrate government co-funded training.
• Establish structured Internship & Campus Placement programs with key academic partners.

KPI -- Target

• Skill matrix completion -- 100% divisions
• Multi-skill certification -- 40% eligible employees
• Training hours per blue-collar employee -- 24 hrs/year
• Internal supervisor promotions -- 50% of new positions
• Intern-to-hire conversion ratio -- 25%
• Active institute partnerships -- 5 major institutions

6. Supportive Priorities (Parallel Implementation)

• Activate documentation for government-sponsored schemes (DDUGKY, NAPS, NATS).
• Conduct data literacy sessions for supervisors.
• Prepare compliance templates for audits and program expansion.
• Begin employee awareness sessions on available Government Welfare Programs (e.g., ESI, PMKVY, NPS, Samarth).

KPI --Target

• Govt. programs initiated -- 2
• Funds utilization - 50% eligibility
• Supervisors trained in data literacy - 90%
• Documentation accuracy - 95%
• Employee welfare sessions conducted -- 2 per year

7. Long-Term Priorities (Year 2 Onwards)

• Scale Employee Welfare & Government Schemes Awareness programs across all divisions.
• Launch hybrid education for employee's children.
• Expand career progression beyond supervisors.
• Establish leadership development frameworks.
• Deepen ESG-aligned community learning and family inclusion programs.

8. Year 1 Prioritization Summary

Phase

Timeline

Primary Focus

Key Metrics

1) Phase 1

0 -6 months

Blue-collar & supervisory workforce stabilization

Retention 90%, absenteeism 15%, induction completion 100%

2)Phase 2

6-12 months

Supervisor upskilling, internship & campus linkage

Skill matrix 100%, 50% internal promotions, intern conversion 25%

3)Phase 3

12+ months

Employee welfare & family education programs Welfare programs scaled, hybrid learning launched

General Manager (Learning & Development) apparel units

Qualification : MBA or Equivalent

Experience : 10-15 years

Salary : Negotiable