Assistant General Manager/Deputy General Manager - Human Resource - Manufacturing/Industrial Firm

- Core HR, OD & Talent Strategy, HR Ops, Payroll Oversight, IR & Compliance

- 17-25 years in progressive HR roles with strong Core HR, OD and Talent Management experience in manufacturing / industrial environments

Team:

- Plant HR team; dotted-line coordination with Admin, Payroll, and IR/Compliance functions

Purpose of the role:

The AGM / DGM - HR is the strategic HR partner for the Plant, responsible for building a high-performing, engaged, and future-ready workforce. The role anchors Core HR, Organisation Development (OD), Talent Management (TM), and Talent Strategy while owning day-to-day HR operations, payroll oversight, and compliance governance.

The incumbent collaborates closely with the Plant Head and functional leaders to align people strategy with business objectives and drives a culture of performance, development, and accountability.

The role additionally oversees Industrial Relations (IR) and statutory compliance, ensuring an uninterrupted operating environment, and provides governance oversight on payroll accuracy and employee data integrity.

3. KEY RESPONSIBILITIES:

A. Talent Strategy & Workforce Planning:

- Develop and own the annual and 3-year plant-level people strategy aligned with business growth, capacity plans, and organisational priorities.

- Partner with Plant Head and Functional Leads to build robust workforce plansheadcount, skill mix, succession depth, and capability roadmap.

- Lead critical role mapping, talent pipeline reviews, and build-buy-borrow decisions to ensure bench strength at all critical positions.

B. Organisation Development (OD):

- Lead OD initiativesorganisation design, structure reviews, span and layer optimisationto improve agility and effectiveness.

- Drive culture transformation projects, employee experience programmes, and engagement diagnostics (surveys, listening sessions, action planning).

- Build and embed HR business partnering capability within the plant HR team; shift the HR function from transactional to strategic.

C. Talent Management & Learning:

- Own the end-to-end performance management cyclegoal setting, mid-year reviews, year-end calibrations, and linkage to rewards and development.

- Identify high-potential employees; design differentiated development pathways, cross-functional exposure, and accelerated growth plans.

- Lead the plant-level learning agenda: skill development, supervisory capability building, statutory training compliance, and L&D effectiveness measurement.

D. Core HR Operations:

- Own the complete employee lifecycle for plant workforceonboarding, confirmation, transfers, promotions, separations, and alumni processes.

- Ensure accuracy and governance of employee master data, HRIS records, and documentation, drive process standardisation and digitisation.

- Drive onboarding and induction to deliver a consistent, positive first-impression experience and effective role readiness.

E. Payroll Oversight & Compensation Governance:

- Provide governance oversight on monthly payroll processingvalidate inputs, ensure accuracy of statutory deductions (PF, ESI, PT, TDS), and authorise final payouts in coordination with Finance.

- Own payroll compliance for both permanent and contractual workforce; review payroll reconciliation reports and escalate discrepancies.

- Administer wage structures, grade-wise compensation bands, and manage annual increment and variable pay cycles.

F. Industrial Relations (IR) Oversight & Collaboration:

- Maintain a stable IR environment through structured worker engagement, open communication forums, and proactive grievance management.

- Support collective bargaining, long-term settlements, and productivity-linked agreements; participate as an HR advisor alongside IR specialists or counsel.

- Oversee disciplinary processesdomestic enquiries, standing orders adherenceensuring procedural fairness and legal soundness.

- Provide HR perspective in IR risk assessments, flag workforce sentiment signals from engagement data and people metrics.

G. Statutory Compliance & Labour Governance:

- Ensure full compliance under applicable labour statutes: Factories Act, Contract Labour (R&A) Act, ID Act, PF, ESI, Gratuity, Bonus, PT, Minimum Wages, POSH, and related legislation.

- Own statutory filings, returns, licences, renewals, registers, and display boards; always maintain audit-ready documentation.

- Lead contractor HR compliance governance: wage register verification, PF/ESI proof, muster rolls, and periodic compliance audits.

H. HR Analytics & Reporting:

- Build and own a plant HR dashboard covering headcount, attrition, absenteeism, overtime, grievances, compliance status, training progress, and engagement scores.

- Generate monthly HR MIS for Plant Head and corporate HR; surface insights and drive data-informed decision-making.

- Benchmark people metrics against industry peers; identify gaps and develop actionable improvement plans.

Reporting To:

Plant Head / Business Head / Executive Director

Team Managed:

Plant HR team; dotted-line coordination with Admin, Payroll, and IR/Compliance functions

- 12-18 years of progressive HR experience, with at least 57 years in a Core HR / HRBP / HR Leadership role in a manufacturing or industrial environment.

- Demonstrated expertise in Talent Management, OD, L&D, and HR business partneringwith a track record of measurable people outcomes.