Job purpose and accountability:

The role involves formulating and implementing HR and Industrial Relations strategies aligned with Saint-Gobains standards, ensuring people practices and systems are benchmarked and standardized, and overseeing recruitment, performance, and change management initiatives. It also integrates social security compliance and payroll inputs for the location.

Strategic HR development:

The leader champions new HR initiatives, standardizes learning programs, ensures compliance with social security legislation, manages audits, and supports skill development and fair wage implementation for the manufacturing ecosystem.

Manpower planning and staffing:

The leader is responsible for annual manpower budgeting, retention of skills through employee engagement, and attracting suitable candidates for new and replacement positions, ensuring alignment with business needs and skill adequacy.

Talent management initiatives:

Under the HR OPEN program, the role includes classifying employees, diagnosing engagement through interviews and visits, addressing grievances, and developing individual career plans to enhance motivation and internal growth opportunities.

Risk management and compliance:

Ensuring adherence to internal controls, statutory compliance, contractor oversight, and EHS initiatives, along with training at the Skill Development Centre and implementing ER scorecards to proactively address people-related issues.

Corporate social responsibility and professional engagement:

The leader manages CSR policies, budgets, and reporting, and represents the organization in external forums to enhance social goodwill and employer branding.

Employee engagement and diversity:

Responsibilities include conducting employee surveys, managing training plans, addressing feedback, promoting diversity, and supporting mobility and development projects under the HROPEN initiative.

Performance management:

The role ensures job descriptions and goals are set for all employees, deploys training for managers, enforces appraisal guidelines, conducts performance counseling, and identifies high performers for advancement.

Qualifications & Requirements:

- Bachelor's or Masters degree in Human Resources, Business Administration, or related field.

- 15-20 years of experience in HR operations, IR, or generalist HR roles, preferably in manufacturing.

- Strong knowledge of statutory compliance, labor laws, and HR frameworks.

- Excellent communication, stakeholder management, and problem solving skills.

- Ability to lead teams, manage change, and drive continuous improvement.