Deputy General Manager - Human Resources

(Strategic Manufacturing HR & Industrial Relations)

Function Human Resources - Strategic HR / Industrial Relations / Manufacturing HR

Reporting Structure :

Direct Reporting : CHRO / Executive Director - HR / Business CEO

Matrix Reporting : Plant Heads / Manufacturing Leadership Team

- Team Management

- Corporate HR Team + Plant HR Teams + IR & Compliance Teams across locations

Experience Required : 15-20 Years

Preferred Industry Background :

Tyre / Process Manufacturing / Heavy Manufacturing / Large Industrial Conglomerates

Role Context

A leading large-scale manufacturing organization is looking for an exceptionally strong HR leader capable of driving enterprise-wide people strategy in a complex, highly matrixed, manufacturing-driven business environment.

The role requires deep expertise in:

- Industrial Relations

- Manufacturing HR

- Workforce Transformation

- Organizational Design

- Leadership Advisory

- Labor Governance

- Enterprise Change Management

The incumbent will play a mission-critical role in balancing :

- Business profitability

- Operational continuity

- Workforce productivity

- Industrial harmony

- Organizational capability building

- The role requires a leader who can effectively operate at Board, Leadership, Plant, Union, and Workforce levels simultaneously.

- This is not a transactional HR role. It requires a commercially oriented HR strategist with strong operational execution capability and proven success in managing high-risk industrial environments.

Strategic Mandate of the Role

- Building a future-ready manufacturing workforce

- Driving strategic HR transformation

- Maintaining industrial harmony across manufacturing operations

- Strengthening leadership capability and succession depth

- Enhancing labor productivity and workforce efficiency

- Institutionalizing governance, compliance, and performance culture

- Enabling business growth through strategic people interventions

- Leading organization-wide culture transformation initiatives

Key Responsibilities

1. Strategic HR Business Partnering (20%)

- Serve as a strategic advisor to Business Heads and Executive Leadership Teams on all human capital matters.

- Translate business objectives into integrated HR strategies with measurable business impact.

- Drive organization design, role restructuring, workforce capability enhancement, and productivity transformation initiatives.

- Lead enterprise-wide manpower planning linked to operational growth and cost optimization.

- Develop long-term succession planning frameworks for critical and leadership roles.

- Drive strategic interventions in leadership effectiveness, capability building, and organizational health.

- Build strong HR governance architecture aligned with enterprise risk management practices.

- Influence business decisions through workforce analytics, productivity metrics, and organizational insights.

2. Industrial Relations (IR) & Union Management (25%)

- Lead end-to-end Industrial Relations strategy across manufacturing and operational locations.

- Handle complex wage negotiations, collective bargaining agreements, and long-term settlements.

- Build proactive union engagement models to ensure industrial stability and operational continuity.

- Lead sensitive disciplinary proceedings, domestic inquiries, grievance management, and conflict resolution.

- Manage labor-intensive workforce environments with strong preventive IR mechanisms.

3. Manufacturing HR & Workforce Productivity (15%)

- Lead Plant HR strategy focused on operational effectiveness and manufacturing excellence.

- Drive workforce productivity improvement programs through manpower optimization and skill enhancement.

- Implement productivity-linked workforce deployment and utilization models.

- Monitor contractor workforce governance, labor cost structures, and statutory adherence.

4. Organizational Transformation & Change Management (10%)

- Lead enterprise-wide transformation and organizational change initiatives.

- Drive cultural integration during restructuring, acquisitions, expansion, or modernization programs.

- Build high-performance culture frameworks linked to accountability and operational excellence.

5. Talent Management & Leadership Development (10%)

- Drive strategic talent acquisition for leadership, niche manufacturing, and critical technical roles.

- Build competency-based talent assessment and leadership evaluation frameworks.

- Lead talent review and succession planning processes for business-critical roles.

6. HR Governance, Compliance & Risk Management (10%)

- Ensure enterprise-wide compliance with all labor laws and industrial regulations.

- Conduct compliance audits and legal risk assessments.

- Build robust HR SOPs, governance frameworks, and policy architecture.

7. HR Analytics & Digital Transformation (5%)

- Drive HR digitization and automation initiatives.

- Build data-driven workforce analytics frameworks.

- Develop leadership dashboards and predictive workforce models.

8. Employee Engagement & Culture Building (5%)

- Drive enterprise-wide engagement strategy for white-collar and blue-collar workforce.

- Develop retention initiatives for critical talent segments.

- Build leadership communication platforms and employee connect mechanisms.

Candidate Specification

Educational Qualification

- MBA / PGDM in Human Resources / Personnel Management from a reputed institution.

- Additional qualifications in Labor Laws, IR, OD, or Executive Leadership preferred.

Experience Profile

- 18-25 years of progressive HR leadership experience.

- Mandatory exposure to large manufacturing and industrial organizations.

- Significant experience in Industrial Relations, Manufacturing HR, Strategic HRBP, Labor Law Governance, Workforce Transformation, Multi-location operations, and Unionized workforce management.

- Experience handling large employee populations across geographically distributed operations.

Compensation & Benefits

Compensation will be aligned with industry benchmarks and leadership experience. The role offers high strategic visibility, enterprise-wide influence, and long-term leadership growth opportunities within a large and professionally managed manufacturing organization.