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Job details
Job ID
JOB_3598
Job description
Role Purpose Lead the complete People, Industrial Relations and HR Operations agenda for the Alwar plant.The role ensures reliable workforce availability, a stable and constructive employee-relations climate, robust statutory compliance, strong front-line capability and a high-engagement culture. As a member of the plant leadership team, the role translates business priorities into practical people actions that improve productivity, agility, safety and operational performance. Key Accountability Business Partnership and HR Strategy · Partner the Plant Head and leadership team on workforce, organisation and people priorities linked to the plant operating plan.
· Translate corporate HR and IR strategy into an annual plant HR plan with clear priorities, milestones, governance and outcomes.
· Provide data-based people insights for plant reviews, productivity decisions, risk management and change initiatives.
Lead, coach and deploy the plant HR team with clear ownership, service standards and capability development
Workforce Planning, Talent Acquisition and Deployment · Own short-, medium- and long-range manpower planning for executives, staff, workmen, apprentices and contract workforce.
· Ensure timely hiring, onboarding, deployment and stabilisation of manpower in line with production plans and approved norms.
· Drive skill inventory, multiskilling, succession coverage and internal movement for critical plant roles.
Govern contractor manpower deployment, productivity, attendance, billing accuracy and statutory adherence
Industrial Relations and Employee Relations · Build a stable, trust-based and performance-oriented employee-relations climate through disciplined engagement and communication.
· Lead union-management engagement, grievance resolution, disciplinary processes, domestic enquiries and dispute management in line with law and policy.
· Prepare for and support long-term settlements, negotiations and change implementation with robust data, scenarios and stakeholder alignment.
Maintain early-warning mechanisms for IR risks and lead timely preventive and corrective action
Statutory Compliance and Governance · Ensure compliance with applicable labour laws, standing orders, licence conditions, registers, returns, notices and contractor obligations.
· Conduct periodic compliance reviews and audits, close gaps on time and maintain inspection-ready documentation.
· Manage liaison with labour authorities, statutory bodies and external counsel while maintaining appropriate governance and records.
· Ensure policies and practices are consistently applied with fairness, due process and documented controls.
Performance, Capability and Talent Development · Drive the performance-management cycle with quality goal setting, reviews, differentiation and development actions.
· Partner with functions to identify technical, behavioural and leadership capability gaps and execute the annual learning plan.
· Strengthen frontline leadership through supervisor development, shop floor problem solving and people-manager capability. Build succession and development plans for critical roles and talent, including mobility and career pathways
Engagement, Culture, Communication and Welfare · Drive employee listening, engagement and action planning with visible accountability for closure.
· Establish regular communication forums across employee segments to improve transparency, trust and alignment.
· Lead welfare, recognition, inclusion, POSH awareness and employee-support initiatives suited to the plant context.
· Oversee employee facilities and services, including canteen, transport, occupational health centre and other welfare arrangements, through defined service standards.
HR Operations, Time Office and Digital Systems · Ensure accurate and timely attendance, leave, shift, payroll-input, employee-master and HRIS processes.
· Govern time-office operations, contract-labour records, apprentice administration and people MIS.
· Simplify and digitise HR processes to improve employee experience, control, turnaround time and data quality.
Use dashboards and root-cause analysis to drive action on manpower, absenteeism, attrition, overtime, grievances and capability Safety, Well-being and Business Continuity · Partner EHS and plant leadership to reinforce safe behaviours, legal compliance and employee participation in safety.
· Ensure effective occupational-health and welfare governance, including medical readiness and emergency response coordination.
Lead the people response during disruptions, incidents or crises, ensuring communication, workforce continuity and employee support Education & Experience · MBA / PGDM / postgraduate qualification in Human Resources, Personnel Management, Industrial Relations, Labour Welfare or an equivalent discipline.
· Typically 20+ years of progressive HR experience, with substantial leadership experience in plant HR and Industrial Relations in a large manufacturing environment.
· Demonstrated experience in union engagement, workforce planning, labour-law compliance, contractor workforce governance and plant-level change.
· Experience leading a multi-disciplinary plant HR team and partnering senior operations leaders.
Exposure to automotive, engineering or another high-volume manufacturing environment is desirable
