HUMAN RESOURCE MANAGER

Job highlights

• Qualifications . Education: Master s degree in HR / Social Work / Personnel Management / Industrial Relations (MBA HR,MSW,MHRIR,or equivalent) from a recognized institute
• Experience: 8-10 years of overall HR IR experience in role of heading HR and IR functions (preferably in Manufacturing,Automation,or Engineering sector)

Qualifications

Education: Master s degree in HR / Social Work / Personnel Management / Industrial Relations (MBA HR, MSW, MHRIR, or equivalent) from a recognized institute. Experience: 8-10 years of overall HR IR experience in role of heading HR and IR functions (preferably in Manufacturing, Automation, or Engineering sector). Core Technical Expertise: - In-depth practical knowledge of Indian Labour Laws, Standing Orders, and the Industrial Disputes Act. - Strong expertise in full-spectrum HR (Talent Acquisition, PMS, LD, Compensation Benefits). Skills Competencies: - Exceptional conflict management, negotiation, and mediation skills. - High emotional intelligence and strong stakeholder management capabilities. - Strategic thinking combined with hands-on operational execution.

Key responsibilities

Job Overview

We are seeking a seasoned, strategic, and hands-on Head of HR IR to lead our end-to-end Human Resources operations and Industrial Relations framework. The ideal candidate will bridge strategic business objectives with operational HR excellence while maintaining harmonious labor relations across manufacturing/plant operations and corporate offices.

This role requires deep expertise in Indian Labour Laws, hands-on experience in managing and navigating the Industrial Disputes Act, and a proven track record of fostering a productive, compliant, and employee-centric organizational culture.

Key Responsibilities1. Strategic Workforce Planning Capacity Forecasting

1. Demand Forecasting: Partner with business unit leads quarterly or annually to evaluate projected revenue growth, product roadmaps, and business expansion. Calculate headcount needs based on workload capacity.
2. Workforce Gap Analysis: Compare the current headcount skill inventory against future business objectives to pinpoint skill gaps and identify emerging role requirements.
3. Attrition Turn Analytics: Analyze historical turnover rates and seasonal patterns to build target buffer hiring plans and avoid understaffing critical teams.

2. Strategic Industrial Relations Labour Compliance

1. Labour Law Compliance: Ensure 100% statutory compliance under all applicable state and central labour legislation (e.g., Factories Act, Industrial Disputes Act, Contract Labour Regulation Abolition Act, Payment of Wages Act, Minimum Wages Act, POSH, ESI/PF Acts).
2. Industrial Disputes Resolution: Serve as the primary representative in handling conciliation proceedings, labour courts, tribunals, and legal disputes under the Industrial Disputes Act, 1947.
3. Contract Labour Management: Oversee contract workforce management, contractor audits, statutory vendor compliances, and risk mitigation related to contract labor deployment.

3. Strategic HR Business Partnering

1. HR Leadership Strategy: Develop and align overall HR strategies with organizational goals to drive performance, capability building, and business growth.
2. Talent Acquisition Workforce Planning: Lead manpower planning, executive hiring, and high-volume recruitment for corporate, plant, and field operations.
3. Performance Management (PMS): Drive goal-setting, appraisal cycles, continuous feedback mechanisms, and merit-based reward frameworks across all levels.
4. Organization Development Engagement: Implement employee engagement programs, culture-building initiatives, and change management processes.

4. Operational HR Employee Relations

1. Policy Formulation: Draft, implement, and periodically review HR policies, Standing Orders, Code of Conduct, and disciplinary frameworks.
2. Disciplinary Action Management: Manage domestic inquiries, show-cause notices, charge sheets, and disciplinary proceedings in compliance with natural justice and legal standards.
3. Learning Development: Identify training needs, execute capability development programs, and build leadership talent pipelines.
4. Payroll Benefits Oversight: Oversee payroll processing, employee benefits administration, and compensation benchmarking.

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