Experience:

15 - 25 years of relevant experience, preferably in a large - scale textile manufacturing environment.

Role Purpose:

To lead and manage the complete HR and Industrial Relations function of the textile manufacturing plant, ensuring a stable, productive, engaged, and compliant workforce.

The role will be responsible for developing and executing the plant's HR strategy, maintaining harmonious industrial relations, ensuring statutory compliance, managing manpower productivity and costs, strengthening employee engagement, and partnering with plant leadership to achieve business and operational objectives.

Key Responsibilities:

1. Industrial Relations & Employee Relations:

- Lead the overall Industrial Relations agenda for the plant.

- Maintain healthy and productive relations with employees, workmen, unions, employee representatives, and contractors.

- Manage union relations, collective bargaining, settlements, negotiations, and grievance resolution.

- Develop strategies to prevent and resolve industrial disputes, strikes, work stoppages, and other IR - related issues.

- Conduct regular meetings with union/employee representatives and ensure timely resolution of concerns.

- Handle disciplinary matters, domestic enquiries, misconduct cases, and termination - related matters in accordance with applicable law and company policy.

- Monitor employee sentiment and identify potential IR risks proactively.

- Build a culture of trust, discipline, accountability, and productivity.

2. HR Strategy & Plant HR Operations:

- Develop and implement the plant HR strategy in alignment with business and manufacturing goals.

- Lead all core HR processes including manpower planning, recruitment, onboarding, transfers, promotions, performance management, employee engagement, and separation.

- Ensure effective HR support to Production, Maintenance, Quality, Engineering, EHS, Supply Chain, and other plant functions.

- Establish and monitor HR systems, processes, policies, and SOPs.

- Drive HR digitization and effective use of HRMS and workforce analytics.

3. Manpower Planning & Productivity:

- Prepare annual and long - term manpower plans based on production capacity and business requirements.

- Ensure optimum utilization of permanent, temporary, contractual, and trainee workforce.

- Monitor absenteeism, attrition, overtime, productivity, labour cost, and manpower efficiency.

- Develop initiatives to improve workforce productivity and reduce manpower - related costs.

- Partner with operations to improve labour productivity through skill development, work - study, multiskilling, and workforce optimization.

4. Statutory Compliance & Labour Laws:

- Ensure complete compliance with applicable central and state labour laws and regulations.

- Monitor compliance relating to wages, working hours, leave, social security, contract labour, standing orders, factories requirements, and other applicable legislation.

- Ensure timely maintenance of statutory registers, records, returns, licences, and notices.

- Liaise with labour authorities, government departments, inspectors, and other statutory bodies.

- Manage labour law audits and ensure timely closure of observations.

- Keep management updated on changes in labour legislation and assess their business impact.

5. Contract Labour Management:

- Develop and implement an effective contract labour governance framework.

- Ensure statutory and contractual compliance by labour contractors.

- Monitor contractor manpower, wages, attendance, benefits, documentation, and statutory payments.

- Conduct periodic contractor audits and compliance reviews.

- Ensure appropriate controls for contract labour deployment, productivity, and cost.

6. Recruitment & Talent Management:

- Lead recruitment of critical plant positions and ensure availability of competent manpower.

- Develop talent pipelines for technical, supervisory, managerial, and leadership positions.

- Drive succession planning and internal talent development.

- Identify high - potential employees and create appropriate career development plans.

- Strengthen retention strategies for critical and skilled employees.

7. Learning & Development:

- Identify skill and competency gaps across the plant.

- Develop annual training and capability - building plans.

- Drive technical, behavioural, leadership, safety, compliance, and supervisory training.