Key Responsibilities:

As strategic partner to support departments in achieving Company Strategy through excellent implementation of HR processes, strategies and initiatives.

1. Business Partnering

• Strengthen business partnership by understanding organizational goals and strategies and developing HR strategies aligned with business objectives.
• Collaborate with departments to support their people requirements, providing HR consultations and advice. 
• Providing guidance and support to managers on employee relations matters, conflict resolution, and disciplinary actions.
• Support the business in initiatives like EUGMP, Audits, Certifications, Production / Sales Incentives etc.
• Implement organizational restructuring initiatives

2. Change Management

• Drive organizational change initiatives and promote adaptability within the employees in their area.
• Advise on change management strategies and stakeholder engagement.

3. Manpower Planning, allocation & Cost

• Engage with HOD’s for LE FTE planning and further manpower optimization as per approved LE FTE.
• Keep LE FTE position master and manpower allocation updated for all departments as per approved FTE for respective location.
• Responsible for preparation and strict adherence of HR and manpower budget
• Ensure Transfer, Promotion, Role change process are as per organization structures & guidelines including SF approval. 

1. HR Policies & Process adherence

• Responsible to ensure fair, consistent application and efficient operation & implementation of all HR processes & SOPs in the Plant / Functional Area
• Foster a positive employee experience and prioritize employee well-being along with business leaders.
• Ensure to align and leverage internal polices and platforms i.e., Success Factors modules.
• Maintain, communicate, provide inputs to update policies and manage change.  

2. Compensation & Benefits

• Manage and recommend job classification & evaluation, pay grades.
• Responsible for merit cycle pre & post activities such as annual review, verification & distribution of increment letters.
• Bring awareness on Total Rewards for the employees.
• Responsible for organizing & facilitating the post increment employee and managers meetings wherever required
• Responsible to ensure Salary revisions of the operators as per Minimum wages standards as per State.
• Provide required information for completing salary surveys, benefits related data etc.

3. Recruitment     

• Review & approval of all Job Description & Org Structures.
• Hiring Approval and responsible to recruit right candidate for new vacancy or replacement as per Recruitment KPIs (TAT, Cost, Sources etc).  
• Conduct interview and ensure hiring within TAT & Budget
• Negotiation of compensation packages
• Facilitate and manage internal & external job posting, opportunities for promotion driving initiatives to improve Gender Diversity and employer branding.

4. Performance Management & PIP

• Effective implementation of PMS Process by close coordination with managers (Goal Setting, Calibration Meetings, Rating distribution, feedback sessions etc)
• Implement initiatives in the Plant which improves performance and productivity.
• Execute PIP Process for non-performers.
• Assist in resolving performance-related conflicts and issues between employees and managers.

5. Talent Management

• Responsible for talent identification, finalize the IDPs & ensure the effective implementation of the IDP.
• Retention of Key Talents, prepare action plan for retention in partnership with MC members and implement.
• Develop employee career development programs and manage succession planning for key positions.
• Responsible for implementing promotion guidelines.

6. Confirmation

Ensure timely completion of overall confirmation process (goal setting, mid reviews, extensions etc.)  and manage escalations & issues.

1. Payroll, Time & Attendance

• To oversee, approve the payroll inputs, ensure timely disbursal of salaries without delay and support to resolve all payroll related queries
• Absenteeism control
• Ensuring smooth processing of Work Permit, Compensation, Payroll etc for expats

2. Statutory Compliance

• Ensure ethical and legal compliance within the organization.
• Ensure 100% adherence to statutory compliances under labor laws and regulations.
• External Liaison with Labour Department, Police/ Govt. Authorities, Factory Department etc. as per the requirement
• In time response to the notices from the authorities and ensure closure

3. HR Operations
   • Verify and ensure the required documents in personnel file of each employee. (i.e. in Hard and Soft copies at designated place in share folder)

4. Contract worker management

• Handling labour contractors as per the contract labour regulations & abolition act and coordinating for sourcing of right manpower
• Contractor’s performance review on Monthly basis
• Implementation of contractual manpower absorption as per the guidelines

5. Employee Relations, Discipline & Grievance handling
   • Scan the external environment for union/labor unrest, Formulate IR Strategy & ensure harmonious employee relations.
   • Handle employee relations issues, such as employee disputes, terminations, harassment, administering disciplinary action, advice supervisors and management on other personnel and policy matters.
   • Conduct Domestic Enquiry & handling of IR Cases

6. Exit Management
   • Monitoring and ensuring control of attrition numbers
   • Manage exit interviews and support the business in analyzing reasons and implement actions

7. HR Analytics

• To prepare and analyze multiple dashboard related to hiring, attrition, trainings, PMS, confirmations, personnel cost, overtime, vendors management, compliance etc. and come up with initiatives for improvement

17.    HR Capability and Team Development:
•    Lead, mentor and develop the HR team.

18.    Data Security and Confidentiality
•    Ensuring the security and confidentiality of HR data and information.

Competencies for the Role:
1.    Strong leadership with experience in working in matrixes organization where interaction across functions, regions, and business units is key
2.    Strong understanding of labor laws, regulations, and HR best practices.
3.    Proven track record in implementing HR strategies aligned with business objectives.  
4.    Experience in talent management, performance management, and employee relations.
5.    Excellent communication, interpersonal, and problem-solving skills. 
6.    Proficiency in data analysis and reporting.
7.    Ability to collaborate effectively and work in a team.  
8.    Demonstrated ability to establish trust and credibility with employees and managers.
9.    Excellent Project management, change management and time management abilities. 
10.    Highly organized, flexible, willing to make decisions, able to quickly adapt from one situation to the next
11.    Ability to manage for results with high degree initiative and speed.
12.    Proficient with MS Office and HR Systems  
13.    Willing to take additional responsibility as and when required by the management.
14.    Willing to travel.