Vice President - Human Resources - Corporate/Plants Function - Manufacturing Industry
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9+ Reviews
Company : Listed Company with Multiple Businesses 15000 Cr. Turnover
Role : Vice President -HR
Qualification : MBA /MSW
Experience : + 22
Age not more than 50 Years
Note: This role pertains to 4 plants and the corporate function, with a business size approximately 4,000 crore.
Summary:
A strategic leader capable of balancing high-level HR strategy with the unique operational and employee relations demands of a manufacturing environment
Key Responsibilities:
The role requires a dual focus: ensuring smooth, compliant plant operations and aligning HR initiatives with overall business goals.
Industrial & Employee Relations (Plant Focus):
- Union Management: Build and maintain positive relationships with trade unions and worker committees. Lead negotiations for long-term settlements (LTS), collective bargaining agreements (CBA), and manage union-related issues to ensure workplace harmony and minimise disruptions like strikes.
- Grievance Handling: Oversee prompt and fair resolution of employee grievances and workplace conflicts, following established policies and union contracts.
- Compliance: Ensure full compliance with all local, state, and central labor laws, including the Factories Act, Industrial Disputes Act, OSHA, PF, and ESI regulations.
- Workforce Management: Collaborate on manpower planning, shift scheduling, and managing contract labor in the plant setting.
- Safety & Welfare: Work with the Health, Safety, and Environment (HSE) department to foster a strong safety culture and ensure adherence to all safety protocols and compliance standards.
Corporate & Strategic HR (Corporate Focus):
- Strategic Planning: Partner with the CEO and senior leadership to develop and execute HR strategies that support the company's growth and mission.
- Talent Management: Oversee end-to-end talent functions, including acquisition, performance management, leadership development, succession planning, and retention programs across all levels (shop floor to leadership).
- Compensation & Benefits: Design and administer competitive compensation, benefits, and incentive programs that attract and retain top talent.
- Organizational Culture: Champion a unified, inclusive, and high-performance culture across corporate and manufacturing units, leading change management initiatives.
- HR Operations & Analytics: Ensure efficient HR operations through effective HR systems (HRIS, payroll automation) and use data analytics to inform decision-making.
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