JR 1: STRATEGIC HR 1. Develop and execute the human resources strategy to align with the orgn vision, business goals, growth plans, and competitive positioning, doubling the plant capacities, establishing new technology through acquiring right manpower( like Loss Foam Process), New product diversification, inducting new customer through right HR&IR Audits, and scores. These responsibilities are distributed across the client's 4 plants for an employee base of 2000 blue collar workers and 300 corporate employees. 2. Achieving New Benchmark Recognitions (Like GPTW), Certifications for the Orgn to enhance the brand value (Lead employer branding efforts- like recruitment marketing) and presence of the orgn in the industry; Enhancing Social Media presence & Visibility. 3. Understanding the customer/client preferred (Customer Satisfaction Index) orgn from manpower competence & culture perspective. 4. Contribution to business outcomes: Assess the HR function's contribution to the achievement of business goals. Able to support business goals with HR initiatives -data driven decisions, data analysis, benchmark data. 5. HR cost-effectiveness: Monitor HR department costs in relation to the outcomes achieved, Return on HR investments: Evaluate the ROI of HR initiatives and programs. JR 2: OPERATIONAL HR FUNCTIONS 1. Talent Acquisition: Oversee the recruitment and hiring process, ensuring that the organization attracts and retains top , quality talent in timely manner. Implement effective workforce planning strategies. Craft talent acquisition strategies to build strong pipelines for future hiring needs. Able to maintain the Time to fill vacancies at the minimum best. 2. Talent Development : Develops and manages training and development programs to enhance the skills and capabilities of the manufacturing workforce. Ensure compliance with industry-specific training requirements and certifications. 3. Talent Retention & Experience: Employee turnover rate: Monitor turnover and retention rates, aiming to reduce unwanted attrition. 4. Oversee salary and compensation & benefit structure by designing competitive pay, bonuses and benefits to attract, retain talent while ensuring cost-effectiveness. E.g conducting timely salary benchmark surveys and taking needful actions to maintian the right pay parity and effective C&B Policy. 5. Performance Management: Implements PMS and processes, including setting clear expectations, conducting performance evaluations, and providing feedback and coaching. 6. Active participation and management of Legal Compliance: Ensure compliance with labour laws, regulations, and industry standards. Stay informed about changes in employment law and adapt HR policies and practices accordingly. 7. Analyze the effectiveness of HR procedures and tools 8. Maintains healthy Organizational Structure & Manpower ratios: Having right people in right place to achieve maximum efficiency . Maintaining right Top, Middle & Bottom Manpower ratios. JR 3: CAPABILITY BUILDING/TALENT DEVELOPMENT 1. Build the Succession Planning strategy and career development plans to enhance the future capabilities, identifies and grooms high-potential employees for leadership roles within the organization. 2. Evaluate leadership readiness and create their development journey to achieve the business growth plans and sustenance of results. 3. Ensures right competency structure for the orgn and continuous align it with the future ready organization. JR 4: CREATING & MAINTAINING THE HEALTHY ORGANIZATION CULUTRE 1. Leads Employee satisfaction Surveys (Employee Satisfaction Index): to gauge employee sentiment and identify areas for improvement, Demonstrate tangible improvements based on survey feedback, social media and online portal feedback of ex-employees. 2. Takes up Culture Enhancement Projects & Initiatives 3. Achieves high Employee engagement through perks parity, recognition and wellness programs. Bringing pride of working with CF in the employees. 4. Participating & Maintaining healthy employee relations, including labour, contractors, conflict resolution, any collective bargaining, handling grievances, complaints and discipline. 5. Health and Safety: Ensures a safe and healthy working environment by implementing and enforcing safety protocols, compliance with ISO/OHSAS/ Factory Law regulations, and accident prevention programs. 6. Diversity and Inclusion: Promotes DEI initiatives to create an inclusive workplace that values differences and fosters innovation. 7. Creates state of art infrastructure for the employees and clients (achieving excellent housekeeping & security compliances). JR 5: REVOLUTIONIZING & BENCHMARKING HR TECHNOLOGY, SYSTEMS & PROCESSES 1. HR Analytics: Utilizes HR analytics and data-driven insights to make informed decisions, measure HR program effectiveness, and identify opportunities for improvement. 2. Ensuring the digitization of HR systems with best-fit HR Softwares, Inducting New Systems. 3. Change Management- Leading change management initiative and efforts, such as restructuring or process improvements. JR 6: STAKEHOLDER MANAGEMENT 1. Liasioning with local government , regulatory & IR authorities, trade unions, local police, politicians, etc. 2. Relationship Management with the Service Providers- Consultants, Alliances, Auditors, Educational & Financial Institutions, Coaches, Industry Leaders, etc. 3. Effective coordination and bond with Plant Heads, Plant HR Coordinators & Representatives. KEY DECISIONS BY THE POSITION HOLDER 1. Allocating budgets for talent acquisition, development, retention related activities, processes, systems, etc. 2. Selecting & Establishing performance appraisal processes and criteria, feedback process, talent development approach (like coaching, LDP, etc.) 3. Developing and implementing HR policies and procedures for maintaining progressive organization. 4. Consultant evaluation & Hiring, Conducting benchmarking surveys, market research to ensure best practices, competitive compensation, etc. 5. Deciding on the adoption and implementation of HR technology solutions in alignment with the orgn goals and transformation. 6. Any deviation approvals of the HR SOPs and systems. An ideal candidate- - Must have at least 15+ years of experience in HR with at least 5 years in a plant HR role - Demostrates high People Skills & ability to keep organisation & others ahead of self - Implementation of the HR Strategy and Plans within the comitted time-lines linked with business vision - Strong in decision making & ability to handle exceptional situation. - Able to inspire and influence the stakeholders and teams for becoming world-class, cost effective, safe and benchmark foundry.

Kolkata

Vice President - Plant HR & IR - Manufacturing 

Job Description for Vice President - Plant HR & IR - Manufacturing  in MICHAEL PAGE INTERNATIONAL RECRUITMENT PRIVATE LTD in  Kolkata for (15-24) years of experience. Apply Now!