1. HR Strategy & Organization Development:

- Develop and execute the organization's HR strategy aligned with business goals.

- Partner with the leadership team on workforce planning and organizational growth.

- Drive organizational development initiatives, restructuring, and change management.

- Build a high-performance, values-driven culture.

2. Talent Acquisition:

- Develop recruitment strategies to attract high-quality talent.

- Lead recruitment for senior and critical positions.

- Strengthen employer branding and campus hiring initiatives.

- Ensure timely manpower planning and recruitment.

3. Performance Management:

- Design and implement Performance Management Systems (PMS).

- Drive goal setting, KRA/KPI alignment, and performance reviews.

- Support succession planning and leadership development.

- Promote a culture of accountability and continuous improvement.

4. Learning & Development:

- Identify competency gaps and develop annual learning plans.

- Design leadership development programs.

- Promote technical, behavioral, and functional training.

- Evaluate training effectiveness and return on investment (ROI).

5. Compensation & Benefits:

- Develop competitive compensation and benefits strategies.

- Conduct salary benchmarking and market analysis.

- Oversee annual compensation reviews.

6. Employee Relations & Engagement:

- Maintain healthy employee relations across all locations.

- Drive employee engagement, communication, and recognition initiatives.

- Address employee grievances effectively.

- Promote an inclusive and collaborative work environment.

7. HR Operations:

- Oversee employee lifecycle processes from onboarding to separation.

- Ensure accurate HR records and personnel documentation.

- Implement HR automation and digital transformation initiatives.

- Monitor HR metrics and prepare dashboards for management.

8. Statutory Compliance:

- Ensure compliance with all applicable labour laws and statutory requirements.

- Coordinate audits related to HR compliance.

- Liaise with government authorities and external agencies.

- Maintain statutory registers and documentation.

9. Industrial Relations (Manufacturing Environment):

- Maintain harmonious industrial relations.

- Manage disciplinary procedures and domestic enquiries.

- Support plant operations through effective workforce management.

10. Leadership & Governance:

- Lead, mentor, and develop the HR team.

- Advise the Board and senior management on people-related matters.

- Present HR analytics, manpower reports, and strategic recommendations.

- Ensure strong governance and confidentiality of employee information.

Desired candidate experience:

- Preferably MHRM / MBA (HR), PGDM in Human Resources from a reputed Institution.

- Certifications in Labour Laws, Organizational Development, Leadership Coaching, or HR Analytics are desirable.

- 20 - 25 Years of HR progressive experience in a manufacturing industry, with at least 8 - 10 years in a senior HR leadership role.

- Preferred age: 45 - 50 years.