Human Resource Manager

HR Manager Operations

Department: Human Resources
Designation: HR Manager – Operations
Location: Plant / Manufacturing Location
Reporting To: Head – Human Resources / CHRO
Experience: 8–12 Years

Industry Preference: Manufacturing / Solar / Engineering / FMCG / Automotive / Large-scale Industrial Setup

Job Purpose

The HR Manager – Operations will be responsible for managing end-to-end HR operations at the plant/site, ensuring effective manpower management, employee engagement, statutory compliance, HR processes, discipline, and smooth coordination between employees, business functions, and corporate HR.

Key Responsibilities

1. HR Operations

• Manage day-to-day HR operations for the plant/workforce.
• Ensure effective implementation of HR policies, processes, and procedures.
• Maintain accurate employee records, HR documentation, and personnel files.
• Handle employee lifecycle activities including onboarding, confirmation, transfers, promotions, and separation.
• Drive HRMS/HRIS processes and ensure timely employee data updates.

2. Manpower Planning & Workforce Management

• Coordinate with functional heads for manpower planning and deployment.
• Monitor sanctioned strength, actual manpower, vacancies, and manpower productivity.
• Support recruitment and deployment of permanent, contractual, and outsourced manpower.
• Monitor absenteeism, attrition, overtime, and manpower-related costs.
• Prepare and review periodic manpower MIS and HR dashboards.

3. Employee Relations & Engagement

• Act as the first point of contact for employee-related matters at the plant.
• Address employee grievances and ensure timely resolution.
• Maintain healthy employee relations and support a positive workplace culture.
• Conduct employee engagement initiatives, meetings, town halls, and welfare activities.
• Support disciplinary proceedings and ensure adherence to company policies.

4. Attendance, Leave & Payroll Coordination

• Ensure accurate attendance, shift, leave, and overtime management.
• Coordinate with Payroll/Finance for monthly payroll processing.
• Validate payroll inputs including attendance, incentives, overtime, deductions, and new joiners/separations.
• Identify and resolve payroll-related employee queries.

5. Statutory Compliance

• Ensure compliance with applicable labour laws and statutory requirements.
• Manage compliance related to PF, ESIC, Bonus, Gratuity, Minimum Wages, Contract Labour, Shops & Establishments/Factories requirements, and other applicable regulations.
• Coordinate statutory inspections, audits, and labour department requirements.
• Ensure proper maintenance of statutory registers, records, notices, and returns.
• Coordinate with contractors and ensure statutory compliance of contract labour.

6. Recruitment & Onboarding

• Coordinate plant-level recruitment requirements with the Talent Acquisition team.
• Support manpower hiring for production, maintenance, quality, engineering, and support functions.
• Conduct HR interviews and support selection processes.
• Ensure smooth joining, documentation, induction, and onboarding of employees.

7. Performance Management & Talent Development

• Coordinate the performance appraisal process for plant employees.
• Ensure timely completion of KRAs, goal setting, reviews, and performance evaluations.
• Identify training and development requirements in coordination with functional heads.
• Support skill development, succession planning, and internal career movement.

8. Training & Capability Building

• Identify training needs based on operational and competency requirements.
• Coordinate technical, behavioural, safety, compliance, and leadership training.
• Maintain training records and monitor training effectiveness.

9. Industrial Relations

• Maintain effective relations with employees, workmen, contractors, and employee representatives.
• Support management in handling industrial relations matters.
• Monitor discipline, grievances, absenteeism, and employee-related operational issues.
• Support negotiations and resolution of workforce-related matters, wherever applicable.

10. HR MIS & Analytics

• Prepare and present HR dashboards and MIS covering:

• Headcount & manpower deployment

• Attrition

• Absenteeism

• Overtime

• Recruitment status

• Payroll inputs

• Training

• Employee engagement

• Statutory compliance

• Provide data-driven HR insights to plant management.

Key Skills & Competencies

• Strong knowledge of HR operations and labour laws.
• Excellent employee relations and grievance-handling skills.
• Strong manpower planning and workforce management capability.
• Good understanding of payroll and statutory compliance.
• Strong communication and interpersonal skills.
• Ability to manage large workforces in a manufacturing environment.
• Good analytical and problem-solving abilities.
• Strong HRMS/HRIS and MS Excel skills.
• Ability to work independently in a fast-paced plant environment.
• Strong stakeholder-management and leadership skills.

Educational Qualification

• MBA/PGDM in Human Resources / Personnel Management preferred.
• Bachelor's degree in any relevant discipline.
• Additional qualification in Labour Laws/IR will be an advantage.

Preferred Experience

• 8–12 years of relevant HR experience, preferably in a manufacturing/industrial environment.
• Experience in handling plant HR operations and large-scale manpower will be preferred.
• Exposure to contract labour management and statutory compliance is essential.
• Experience in a greenfield/brownfield manufacturing setup will be an added advantage.

Key Performance Indicators (KPIs)

• Manpower availability and productivity
• Employee attrition and absenteeism
• Timely payroll processing
• Statutory compliance
• Recruitment turnaround time
• Employee grievance resolution
• Employee engagement
• Training effectiveness
• HR process compliance
• Contract labour compliance
• HR cost optimization

Role Requirements

The incumbent should be a hands-on HR professional capable of independently managing plant HR operations, employee relations, compliance, manpower planning, and HR processes while working closely with Plant Leadership and Corporate HR.