Role Overview:

Head Human Resources to lead the complete HR and Industrial Relations function for a fertilizer manufacturing plant in Dhule, Maharashtra.

The incumbent will be responsible for developing and executing the plant HR strategy, manpower planning, talent acquisition, employee engagement, performance management, statutory compliance, industrial relations, training and workforce development. The role will work closely with the Plant Head and functional leadership to ensure a productive, compliant and engaged workforce.

Roles & Responsibilities:

Strategic HR Leadership:

- Develop and execute the plant HR strategy in alignment with organizational objectives.

- Act as the strategic HR partner to the Plant Head and plant leadership team.

- Establish effective HR policies, processes and governance mechanisms.

- Provide management with workforce insights and HR recommendations based on business requirements.

Workforce Planning & Talent Acquisition:

- Lead annual manpower planning and workforce budgeting for the plant.

- Manage recruitment of managerial, technical, supervisory and operational positions.

- Develop talent pipelines for critical and specialized positions.

- Ensure effective onboarding, induction and deployment of employees.

- Monitor manpower productivity and optimize workforce requirements.

Industrial Relations & Employee Relations:

- Lead industrial relations and employee relations activities at the plant.

- Maintain constructive relationships with employees, worker representatives and unions, wherever applicable.

- Handle employee grievances, disciplinary matters and conflict-resolution processes.

- Support management in collective discussions and negotiations.

- Maintain a stable and productive industrial environment.

Labour Law & Statutory Compliance:

- Ensure compliance with applicable labour and employment legislation.

- Establish appropriate systems for statutory records, returns, licences and inspections.

- Coordinate with labour authorities and other statutory bodies.

- Monitor compliance relating to wages, working hours, contract labour, social-security requirements and other applicable regulations.

- Ensure preparedness for statutory and internal audits.

Performance & Talent Management:

- Drive the performance-management cycle across the plant.

- Establish meaningful KRAs and KPIs in coordination with functional heads.

- Support succession planning and identification of high-potential employees.

- Develop career-development and talent-retention initiatives.

Learning & Organizational Development:

- Identify capability and competency gaps across functions.

- Develop and implement the annual learning and development plan.

- Drive technical, behavioural, leadership and compliance-related training.

- Evaluate training effectiveness and support continuous capability development.

Compensation & HR Operations:

- Oversee payroll inputs, attendance, leave, shift and overtime-related processes.

- Support annual compensation reviews and manpower-cost planning.

- Ensure accuracy and integrity of employee records and HR systems.

- Monitor HR costs and identify opportunities for optimization.

Contract Labour Management:

- Establish effective governance for contract manpower deployed at the plant.

- Monitor contractor documentation, statutory compliance, attendance and workforce deployment.

- Ensure appropriate controls for contract labour management.

- Coordinate with contractors and internal stakeholders to maintain workforce continuity.

Employee Engagement & Culture:

- Develop initiatives to improve employee engagement, retention and organizational culture.

- Establish effective employee communication channels.

- Promote a culture of accountability, safety, productivity and continuous improvement.

- Conduct periodic employee-connect initiatives and address organizational concerns proactively.

HR Analytics & Management Reporting:

- Develop and present periodic HR dashboards and MIS to plant and corporate leadership.

- Monitor key metrics including manpower strength, attrition, absenteeism, recruitment, training, productivity and employee cost.

- Use workforce data and analytics to support management decision-making.

- Ensure timely and accurate HR reporting.

Key Success Measures:

The incumbent will be evaluated on:

- Workforce availability and productivity

- Recruitment effectiveness and manpower optimization

- Industrial relations stability

- Statutory and labour-law compliance

- Employee retention and engagement

- Absenteeism and attrition management

- Training and capability development

- HR cost optimization

- Contract labour governance

- Quality and timeliness of HR reporting

Education & Experience:

- Qualification: MBA/PGDM HR / Personnel Management / Industrial Relations

- Experience: 15-25 years