Role Purpose
Own the people strategy across corporate and manufacturing sites to deliver safe, compliant, high-performance growth. Partner with Operations, Finance, Supply Chain, Sales and EHS to ensure capability, culture and capacity for Company's scale up plan.
Key Responsibilities
- Strategy & Org Design: Workforce planning aligned to S&OP/capex; org design for multi- plant, multi-product setup.
- Industrial Relations & Plant HR: Lead union engagement and settlements; govern shifts/rosters, canteen/transport, contractor compliance; robust grievance redressal.
- Talent Acquisition & Employer Brand: Close critical roles within SLAs; pipelines for technicians/engineers and sales/commercial lateral talent.
- Performance, Rewards & Policy: Cascade KPIs; fair appraisals; variable-pay linked to throughput, quality, safety; contemporary HR policies; PoSH compliance.
- Capability & Culture: L&D for operations, maintenance, QC/QA, and commercial acumen for HODs; leadership programs; eNPS/engagement actioning.
- Compliance & Risk: 100% statutory compliance (Factories Act, CLRA, ID, EPF/ESIC, Wages/Bonus, Gratuity, PoSH; state rules); contractor audits; WCI; audit readiness. HR Tech, Analytics & Payroll: Own HRIS/payroll transformation; accurate master data; monthly dashboard (attrition, funnel, absenteeism/OT, contractor ratio, training coverage).
- Global/Expansion Support: Overseas hiring/mobility and policy harmonisation in coordination with Legal/Finance.
Must-Have Qualifications & Experience
- Must have 20-30 years of progressive HR leadership in regulated manufacturing (chemicals/pharma/auto/cement/steel).
- Must have 15-18 years in site leadership with multi-plant remit; hands-on Industrial Relations with at least two end-to-end union settlements.
- Deep command of Indian labour laws; readiness for the new Labour Codes.
- Led HRIS/payroll transformation and HR analytics reporting to CXO/Board.
- Built capability academies; instituted succession for critical roles; strong contractor governance (CLRA, PF/ESIC).
- Experience in establishing policies and vision for all employees
- Must have led company-wide employee engagement initiatives for corporate teams as well as plant teams
Nice-to-Have:
- MBA/PGDM in HR; Law degree preferred; SHRM-SCP/SPHR a plus.
- Exposure to global footprints and greenfield/brownfield ramps; M&A integration.
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