Human Resource Business Partner

Role & responsibilities

Key Responsibilities & Job Description

1. Strategic Workforce Planning
   Partner with plant leadership and operations managers to forecast manpower requirements, aligning staffing levels with production targets, expansion plans, and shift schedules.
2. Full-Cycle Talent Acquisition (Blue-Collar & White-Collar)
   Drive end-to-end recruitment for technical plant roles (engineers, technicians, supervisors) as well as high-volume shop-floor workers, using targeted sourcing strategies to minimize position vacancy time.
3. Vendor & Contract Labor Management
   Oversee third-party staffing agencies and contractors, ensuring cost-effective hiring, contract SLA adherence, and complete regulatory compliance for temporary/contractual labor.
4. Plant HR Operations & Administration
   Manage day-to-day HR floor operations, including shift roster alignment, leave/attendance tracking, overtime management, and accurate inputs for monthly payroll processing.
5. Statutory Compliance & Labor Laws
   Ensure 100% adherence to local labor regulations, Factory Acts, safety standards, and environmental norms; liaise with labor authorities and manage official inspections or audits.
6. Onboarding & Time-to-Productivity
   Design and execute comprehensive onboarding, safety orientation, and plant integration programs to accelerate time-to-productivity for newly hired shop-floor and managerial staff.
7. Employee Relations & Grievance Redressal
   Maintain a healthy, peaceful workplace climate on the shop floor by addressing worker grievances promptly, managing disciplinary actions, and supporting positive union/labor relations.
8. Performance Management & Skill Mapping
   Facilitate annual performance appraisal cycles, manage plant-level KPI tracking, and maintain skill matrix assessments to support multi-skilling and cross-training initiatives.
9. Plant L&D & Safety Training
   Identify functional, technical, and EHS (Environment, Health & Safety) training needs, organizing structured upskilling programs to enhance operational safety and production efficiency.
10. HR Metrics & Analytics
    Track, analyze, and report key plant HR metricssuch as attrition rates, absenteeism, recruitment turnaround time (TAT), and compliance scores—to drive continuous operational improvements.