Job Summary:

We are looking for an experienced Sr HR Manager to drive HR operations, automation, organization restructuring, compliance and payroll for both Corporate as well as all plants. This person will be sitting in our corporate office and will be responsible for overseeing corporate compliance activities while also supporting compliance and HR operations across plant locations. This role involves managing the employee lifecycle from onboarding to exit, addressing grievances, supporting performance management, and fostering a diverse and inclusive workplace. The ideal candidate will collaborate with leadership to deliver strategic HR solutions, ensure compliance with labor laws, and develop talent-focused programs to enhance engagement, retention, and growth.

Assigned Business Specific Activities:

- Be a strategic and operational partner to the leadership team.

- Ensure operational excellence towards HR ops focusing on the employee life cycle from onboarding to exit.

- Foster a diverse, open, transparent culture.

- Responsible to manage employee grievances and violations including disciplinary actions whenever required.

- Execute the end-to-end performance management process in collaboration with Managers, leadership & C&B Team.

- Manage stakeholder expectations and ensure regular connects.

- Manage processes associated with career development- goal setting, internal job rotation, performance enhancement program.

- Monthly reporting of HR dashboards and any adhoc business requirements of HR Metrics.

- Responsible for driving the employee engagement survey action.

- Assisting HR leader in various requirements.

HR Center of Excellence:

- Curate customized solutions and programs aligned to business and HR objectives.

- Curate programs focusing on Talent Engagement, retention and development.

- Guide team and managers issues related to compliance, performance, behavior of the employees and provide support to HODs and Managers.

- Drive initiatives focused on diversity & inclusion at organization level.

Initiatives:

- Participate in company-wide initiatives- Employer branding, Employee Rewards, Events, and Engagement Initiatives.

- Support HR Head to drive the department-level strategic meetings.

- Manage the budget allocated for employee engagement, rewards and recognition related activities.

Compliance:

- Maintain and enforce compliance with local, state, and central labor laws.

- Oversee statutory compliance requirements such as PF, ESI, gratuity, and other regulatory obligations, conducting regular audits to ensure adherence.

- Develop and update HR policies and procedures, ensuring they align with best practices and regulatory requirements.

Qualification:

- Regular MBA/Executive MBA in HR from a reputed university with a proven experience.

- 12 to 15 years of progressive HR experience, with a focus on HR initiatives at a senior level.

- Proven experience in managing a team of minimum 2 members is mandatory.

- Strong knowledge of labor laws, payroll compliance, and HR best practices is essential.

- Exceptional communication, leadership, and interpersonal skills.

- Essential to have proficiency in HR Automation, AI Enabled tools, Payroll System, strategic initiative and MS Office Suite.

- Must possess a strong execution mindset and be willing to roll up their sleeves to support evolving business needs in a high-growth environment.

- If your career philosophy is "I only do what's written in the JD," you may want to skip this one. We're growing, and so do the responsibilities!

Mandatory Screening Questions:

- Have you handled or supported one or two performance management (PMS) cycles, where you were responsible for managing the process end-to-end?

- Have you participated in any change management initiatives?

- Do you have hands-on experience managing statutory compliances such as PF, ESI, Gratuity, CLRA, Factory Act, Shops & Establishments Act, Bonus Act, and other applicable labour laws?

- Have you worked in a Manufacturing organization with Corporate and Plant HR responsibilities?

- What is the Reason for job change?

- Please mention the payroll software/HRMS you have worked on and the approximate payroll headcount you have managed.

- Have you independently managed compliance for Corporate as well as manufacturing plants? Please mention the number of plant locations handled along with corporate office.

- This require visiting manufacturing plants and being available during audits, emergencies, or beyond regular working hours when required. Are you comfortable with these requirements?