Plant HR Head-Process Industry-Balasore

Role & responsibilities

Strategic HR Processes

1. Building HR Excellence, Driving Vision, Mission & Values in alignment with short-term, mid-term, and long-term organizational goals.

2. Implement overall HR strategy in alignment with business plans, covering Talent Acquisition, Performance Management, Organization Design, Talent Management, and Industrial Relations.

3. Partner with the Leadership Team to align HR initiatives with long term business plan, driving change management and organizational culture building.

4. Identify critical competencies, design succession planning frameworks, and implement Individual Development Plans (IDPs) to nurture future leaders.

5. Foster strong organizational culture & values, shaping people strategies to support business growth.

6. Responsible for conducting the Annual Manpower Planning process.

Talent Acquisition

1. Conduct annual manpower planning &

2. Develop & execute strategies to build strong talent pipelines by effective hiring of right capabilities.

3. Ensure inclusive, efficient onboarding and recruitment processes.

4. Drive strategic talent acquisition initiatives, including lateral hiring and campus placements, to attract top talent aligned with organizational needs.

5. Ensure timely recruitment of approved manpower while maintaining optimal turnaround time and recruitment efficiency

Talent Management & Development

1. Implement employee development, retention, and engagement initiatives.

2. Drive training programs, talent reviews, and career development plans for high-potential employees.

3. Link development initiatives to performance feedback and assessment.

4. Review and revise the competency framework for behavioral and technical competencies across all functions and business verticals.

5. Develop a robust talent pipeline to ensure future readiness and a sustainable supply of skilled resources.

Compensation & Benefits

1. Digitalize payroll and standardize compensation and benefits, aligning with industry benchmarks.

2. Participate in annual C&B benchmarking studies of Pulp & Paper industry.

3. Manage HR budgets, Fixed and Admin Overhead Cost optimization, and ensure effective resource utilization.

Performance Management

1. Drive annual performance appraisal process.

2. Design and implement performance management systems with clear objectives, continuous feedback, and appraisals linked to rewards and development.

3. Identify performance gaps and drive improvement initiatives to enhance workforce effectiveness.

Learning & Development

1. Design enterprise-wide learning strategies and leadership programs.

2. Develop tailored certification programs for critical skills.

3. Promote continuous learning and motivate employees for online learning.

4. Implement career development plans and knowledge-sharing platforms.

5. Lead the Competency Assessment exercise once in 3 years; develop annual training plans.

6. Identify and supply individual and organizational training needs for targeted learning interventions.

7. Ensure conducting effectiveness evaluation of training programs.

Organization Development

1. Shape and optimize organizational structures, roles, and processes to drive enterprise-wide efficiency and effectiveness.

2. Lead change management, culture transformation, and employee engagement strategies.

3. Develop and implement HR strategies and adopt New Age best practices to establish and sustain organizational excellence initiatives, such as Great Place to Work (GPTW) and CII Excellence Assessments.

4. Review, Revise and Introduce new policies as per the requirement of the organization.

HRMS & Analytics

1. Standardize and align HR systems and processes with organizational objectives for enterprise-wide impact.

2. Lead implementation of HRIS, Employee Self-Service (ESS) portals, and full digitalization of the employee lifecycle to enhance efficiency and experience.

3. Leverage HR analytics and MIS to provide strategic insights, enabling data-driven decision-making at the leadership level.

Industrial Relations & Stakeholders Management

1. Lead industrial relations strategy, fostering constructive dialogue and strong partnerships with unions.

2. Develop policies and frameworks to manage workforce relations and ensure compliance with labor laws and liaise with government bodies of district administration, state administration, peer industries &

public representatives.

1. Conduct annual stakeholder relationship assessment exercise

Contract Labor Management

1. Oversee strategy and governance of contract labor, ensuring compliance with labor laws and organizational policies.

2. Optimize contract workforce deployment, cost-efficiency, and productivity while maintaining high safety and quality standards.

Corporate Social Responsibility (CSR) & ESG

1. Lead CSR and ESG programs, embedding sustainability, social responsibility, and ethical practices into people strategies.

2. Encourage employee participation in CSR activities and weave ESG principles into HR policies and workplace culture.

3. Track, review, and ensure adherence to ESG guidelines and regulatory obligations.

4. Compliance of Annual CSR Budget & activities across the identified 7 pillars of CSR initiatives such as Education, Healthcare, Animal welfare, Sustainable environment, Women empowerment, Promoting Art & culture, Rural Development.

Operational Health, Safety & Security

1. Lead operational health initiatives, ensuring compliance with statutory regulations and promoting employee well-being across the organization.

2. Drive safety programs, conduct regular audits, and implement continuous improvements to maintain a safe and hazard-free work environment.

3. Track performance, conduct regular audits, and drive ongoing enhancements in health & safety across all operations.

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HR Compliance

1. Lead BRSR submissions of HR, participate in internal audits and legal compliance reviews to uphold governance standards.

2. Ensure full compliance with labor laws, HR policies, and regulatory requirements.

Reward & Recognition:

1. Design and implement a holistic Reward & Recognition program aligned with five key pillars: Building performance, Driving Business Excellence, Building Safety Culture, Building Learning Culture, Driving Core Values.

2. Develop and manage a comprehensive Total Rewards strategy to attract, retain, and motivate top talent.

Employee Engagement

1. Strengthen employee engagement and communication through forums such as Samvaad, Gate Meetings, Sparsh, Townhalls, and grievance-resolution platforms.

2. Promote participative culture via Unit Management Committee, Safety Sub-Committee, Works Committee, and Canteen Committee

3. Enhance work-life balance and culture through wellness programs, clubs, team celebrations, and recognition events such as Gratitude Day, Paper Day, Annual Day & Sports & Festivals.