Function/Department : Human Resource

Reports to (position title) : Plant Head

Role Mission : Manage plant HR & IR function, and monitor & drive overall employee development and employee welfare in the plant.

- Ensure compliance with all internal & external statutory & legal requirements pertaining to the plant operations.

- Maintain cordial industrial relations and drive high level of personnel productivity.

- Monitor employee satisfaction and drive employee involvement & commitment towards achieving business targets.

- Recruitment of operators & executives for managing Chennai plant operations.

- Drive all initiatives related to Occupational Health & Safety for Chennai plant

Major interaction parties :

- Factory Inspectorate

- Other applicable statutory authorities

External :

- Consultants

- Security

- Contractors

- Casual

- Service Providers

REQUIREMENTS :

Education: MBA HR / MSW / MHRM

Job Related Experience : Min 10 years experience in any manufacturing industry with minimum 500 and above workforce

Business Understanding : Business and operational process in a manufacturing industry making high volume engineering / electrical products.

Others : Basic

Ability to read, write and speak in English

Preferable :

Ability to speak the local language

COMPETENCY :

- Leadership Competency

- Set vision & Strategy

- Achieve Results

- Focus on Customer

- Foster Cooperation

- Adapt & Learn

- Develop Talents & Diversity

- Functional Competency

- Business Partnership/cons

- HR Techno &Administration

- Total Comp. & Benefits

- Develop & Career planning

- Recruitment & Selection

- Employee Training

- Employee Relations

- Internal Communication

- HR Health & Safety

- Labor Relations

- HR Metrics

- Organizational Design

- Cross Functional Competency

- Project Management

- PC Software literacy

- Finance Literacy

- Cross Cultural

- Change Mgt & Implementation

AREAS OF RESPONSIBILITY :

Manpower Planning :

Receive manpower requirements of operators from methods and production; Study current manpower productivity and the planned productivity. Evaluate and consolidate operator manpower plan including permanent and contract manpower; Establish and maintain the over all head count structure; Discuss the same with plant head and industrial HR head and finalize. Based on manpower plan prepare manpower budget and incorporate the same as part of over all HR budget for the year.

Recruitment & Selection :

Prepare recruitment plan based on manpower plan. Identify the mode of recruitment along with the plant head - whether advertisement through print, electronic media, E- Search or through consultant. Prepare and approve the advertisement matter. Review short listed candidates- CV and ensures that they meet the Job specification. Participate in preliminary / final interviews and assess functional, behavioural and leadership capabilities of the candidates. Guide HR team and ensure effective implementation of the recruitment process. Recommend suitable candidates to the functional heads and plant head. Ensure appropriate reference checks and antecedent verification where ever necessary. Ensure availability of suitable employees in right jobs on time. Monitor progress and trouble shoot where required.

Induction :

For Operators - Design suitable induction programme for operators including general, technical and behavioural orientation. Review contents with production / methods and finalize. Appoint suitable internal / external trainers to deliver the module effectively within the specified time frames. Plan on the job training for operators; Establish and maintain system for evaluating effectiveness of induction.

For Executives / Managers: - Facilitate design of suitable induction programmes for different employees in different levels based on their job profile. Ensure effective implementation; Directly handle manager level inductions; Enable the new joinees to understand the company and settle down quickly in their jobs. Review and evaluate effectiveness of Induction and provide feedback to the new incumbent and the inducting managers;

Compensation Management :

For Operators : Study market scenario pertaining to compensation for unskilled, semi skilled and multi-skilled labour. Recommend suitable compensation package for permanent and contract labour. Seek approval and incorporate in over all compensation budget. Suitably fix salaries for operators based on their skill levels; Track budget on goingly and ensure maintenance of budget within limits. Manage headcount structure to maintain budget.

For Executives and above cadre : Ensure fixation of salaries / increments based on capabilities assessed during performance management / recruitment and also considering current market scenario. Recommend salary adjustments to certain employees inorder to minimize existing gaps in compensation.

Employee Relations :

Interact with employees at all levels Ongoingly and understand their mind sets. Effectively communicate the business and company requirements to the workmen and motivate them to accept and cater to the requirements. Facilitate cordial relations between employees and work towards enhancing team work and cooperation. Identify issues / problem areas in employee relations and address the same on time. Train / work with the supervisors and managers to effectively deal with the workers and ensure maximum productivity. Understand requirements of the employees negotiate with them and come to a consensus on fulfilling the requirements.

Adherence to Statutory requirements :

Establish suitable systems and processes of compliance to statuary requirements. Train the appropriate personnel in HR, Finance and factory to follow the process/ system and maintain necessary documents, records, filing returns and making payments on time. Audit the compliance level periodically and take corrective action incase of any non compliance. Face external audits and interface with the statutory authorities. Answer to all their queries and maintain good relations with them.

Disciplinary Procedure :

Receive inputs from Industrial HR and ensure implementation of policy, system and process of taking disciplinary actions. Clearly communicate the consequences of various misconducts and punishments awarded on occurrence of such misconducts. Identify any happening of misconduct within the system and take suitable action against the individual. Guide the supervisors / managers to effectively handle misconducts.

- In case of minor misconducts, take efforts to correct the individual and provide him a fair chance to change and improve his behaviour. In case of repeated cases of misconduct take action as per policy. Maintain corporate policy and approach in handling misconducts.

Training and Development :

Ensure appropriate identification of training needs for employees by the department heads through people soft. Implement training policy, system and process effectively in plant. Review training needs for individuals and ensure accuracy and appropriateness. Discuss with functional heads to clarify doubts and prioritize the needs. Evolve training plan and finalize both internal external class room training as well as on the job / practical training programmes. Plan foreign training at mother plants / other projects as per business requirements.

- Work out training budgets and seek approval. Review and finalize training resource both internal and external and evaluate capabilities of such resources to deliver useful programmes. Develop capabilities of internal trainers and review their performance on training. Ensure implementation of training as per plan and insist on proper participation. Evaluate effectiveness of training programmes and track skill development. Provide constructive feedback to trainees, trainers and department heads. Summarize training effectiveness and present the same to the sr. management team at the plant and to Industrial HR. Continually improve systems and processes of training.

Drive HR Process / System :

- Implement HR policies and procedures designed by industrial and corporate HR. Review and audit to ensure full adherence. Suggest appropriate improvements and changes in policy and system to Corporate / industrial office. Understand and design suitable Job descriptions to all job positions in the plant. Review and ensure appropriateness. Ensure that the Job descriptions are clearly understood and used by the individual employees. Review and upgrade the Job descriptions from time to time. Implement HR processes including ICR, IDP, people scope and people soft. Make every one aware of the value of these processes. Facilitate SIM for support functions and enable better interaction and understanding of requirements.

Employee Engagement :

Plan employee engagement programmes based on requirements and implement activities effectively. Ensure employee involvement and learning through such programmes. Inculcate qualities like team work, motivation, involvement, cooperation and positive energy. Evaluate effectiveness of such programmes and keep improving them. Conduct Employee satisfaction surveys and plan engagement activities based on employee needs and expectations as indicated in the results.

Suggestion Scheme :

Design Suitable suggestion schemes in line with policy of the company. Communicate the scheme to the operators and motivate them to participate in the schemes. Get the production team to drive the process and enable employee involvement.

Performance Management :

For Executives / Managers - Facilitate objective setting exercise for all executives and above category of people. Ensure establishment of clear KPIs in line with business requirements and enable alignment. Work with teams and make sure that the objectives, KPIs are all clearly understood and accepted by the individual employees and facilitate dialogue if required. Work with the functional heads and support them to evaluate impartially, provide constructive feedback and counselling to the employees where required.

- Facilitate effective appraisal process and completion of appraisal on time. Compile the appraisal results, validate, fine tune and finalize the increments / promotions along with the plant head.

- For Operators Implement performance review process for operators as per policy. Work out increments / promotions based on review and finalize in consultation with Production and plant head. Provide constructive feedback to operators about their performance and motivate them to perform better. Review and improve the operator appraisal process from time to time.

Employee Benefits and welfare :

- Implement employee welfare and benefit schemes as per policy and procedure; Process requests and validate based eligibility and need. Make recommendations to Plant Head and Industrial HR based on evaluations of the requests. Suggest suitable employee benefits / welfare programmes to industrial HR Head and support in design of suitable programmes. Ensure appropriate safety and security system's implementation and motivate the employees to adhere to the same.

Safety :

- Implement Safety Systems and procedures; Motivate employees to adhere to safety rules. Audit the plant periodically to identify safety violations if any. Work with the EHS incharge to eliminate the same. Identify root cause of accidents and prevent re-occurrence of such accidents. Ensure maintenance of safety records as per procedure.

Separation :

- Handle resignations, retirements and termination as per the company policy. In case of resignation, understand the reasons for the same, interact with the individual and try to retain the person.

- If retention is not possible, conduct an exit interview and understand the employee's opinions, feedback about the organisation, department, systems and people. Compile exit interview data and provide valuable information, suggestions, employees- opinions to the management and facilitate improvements within the organisation. In case of retirement inform the employee and all the concerned people well in advance about the retirement date. Ensure proper handing over taking over formalities before the exit of the resigned employee. Organize formal farewell functions as per the policy of the company.

Specific Issues :

The HR Manager is required to understand the system and culture and inculcate the same as over all plant culture. Implementation of HR systems and policies would be key and the job holder has to handle processes like ICR, IDP, People soft, and People scope.

- The HR manager should be able to track performance of all employees and support in bridging gaps if any through training, feedback counselling and coaching. The HR manager needs to work closely with the functional heads and support them to deal with the employees effectively and improve motivation and productivity levels. Inter personal sensitivity and team building would be the key skill required for the HR manager.

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