Human Resource Manager

Job highlights

• MBA/PGDM in HR with 8-15 years manufacturing recruitment experience, expertise in rubber component and precision engineering recruitment
• Lead end-to-end recruitment and HR operations including manpower planning, payroll coordination, compliance, employee relations, and HR policy implementation

HR MANAGER RECRUITMENT & HR OPERATIONS

Company Name: Stacwell Rubber Pvt. Ltd.
Company Background: French Multinational Company (MNC)
Industry: Rubber Component Manufacturing, Precision Engineering, Aerospace & Defence
Job Location: WagholiKesnand, Pune, Maharashtra
Position: HR Manager Recruitment & HR Operations
Experience:10-15 Years
Joining: Immediate Joiners Preferred
Role Allocation: 50% Recruitment & Talent Acquisition | 50% HR Operations & Management
Company Website: https://stacwell.com/

1. Position Overview -:

Stacwell Rubber Pvt. Ltd. is looking for an experienced and result-oriented HR Manager Recruitment & HR Operations to lead talent acquisition, manage HR operations, and support the company's workforce planning and organizational growth.

The ideal candidate must have strong hands-on experience in manufacturing recruitment, preferably in rubber component manufacturing, followed by precision engineering, automotive, aerospace, and defence manufacturing.

The candidate will be responsible for managing end-to-end recruitment, manpower planning, employee relations, HR policies, payroll coordination, statutory compliance, employee engagement, and overall HR operations. The role requires the ability to work closely with management and department heads to ensure timely recruitment, effective manpower utilization, and smooth HR functioning.

Candidates with experience in rubber processing, rubber moulding, rubber formulation, laboratory operations, production, quality, maintenance, and technical recruitment will receive the highest preference.

2. Key Responsibilities -:

A. Recruitment & Talent Acquisition 50%

• Lead and manage end-to-end recruitment activities based on approved manpower requirements and business priorities.
• Prioritize recruitment for rubber component manufacturing, including rubber processing, moulding, formulation, laboratory, production, and quality functions.
• Manage recruitment for precision engineering, CNC/VMC machining, aerospace, defence, automotive, and other manufacturing functions.
• Recruit shop-floor operators, technicians, setters, programmers, engineers, supervisors, managers, and senior-level professionals.
• Develop and implement effective sourcing strategies through Naukri, LinkedIn, employee referrals, recruitment consultants, job portals, and industry networks.
• Coordinate with department heads to understand job requirements, skill specifications, experience criteria, and recruitment timelines.
• Conduct initial HR interviews and evaluate candidates on relevant industry experience, technical exposure, communication skills, salary expectations, and joining availability.
• Manage interview scheduling, candidate follow-ups, salary negotiations, offer releases, and joining formalities.
• Build a strong candidate database and maintain a pipeline for critical and recurring manufacturing positions.
• Monitor recruitment KPIs, including time-to-fill, offer-to-joining ratio, source effectiveness, recruitment cost, and vacancy status.
• Prepare and review daily and weekly recruitment MIS reports for management.
• Manage recruitment consultants and agencies, evaluate their performance, and control recruitment costs.
• Support annual manpower budgeting, workforce planning, succession planning, and salary benchmarking.

B. HR Operations & Management 50%

• Manage day-to-day HR operations and ensure effective implementation of company HR policies and procedures.
• Lead employee onboarding, joining formalities, induction, employee documentation, and probation management.
• Maintain employee master data, personal files, appointment letters, confirmation letters, and other HR records.
• Monitor attendance, leave, overtime, shift-wise manpower, absenteeism, and employee availability in coordination with relevant departments.
• Coordinate monthly payroll processing with Accounts by ensuring accurate attendance, salary inputs, overtime, deductions, and employee-related data.
• Ensure compliance with applicable labour laws, statutory requirements, and company policies, in coordination with the relevant internal teams and advisors.
• Coordinate employee confirmation, performance appraisal, increment, promotion, transfer, disciplinary processes, and exit formalities.
• Manage employee grievances, disciplinary matters, conflict resolution, and employee relations.
• Drive employee engagement, retention, welfare initiatives, communication, and workplace discipline.
• Develop and implement HR policies, SOPs, documentation systems, and process improvements.
• Monitor employee turnover, absenteeism, manpower cost, and other HR performance indicators.
• Support training needs identification, skill development, competency mapping, and employee training coordination.
• Ensure proper documentation for audits, statutory inspections, and internal management reviews.
• Prepare monthly HR dashboards and management reports covering headcount, recruitment, attrition, absenteeism, manpower cost, and HR operational performance.
• Lead and coordinate the HR team to ensure timely completion of assigned responsibilities.

3. Mandatory Industry Experience Priority Order

Priority 1: Rubber Component Manufacturing

• Rubber component manufacturing and processing.
• Rubber moulding, production, and rubber formulation.
• Rubber laboratory, quality, and technical functions.
• Recruitment for rubber manufacturing shop-floor and management positions.

Priority 2: Precision Engineering & Manufacturing

• Precision components and engineering manufacturing.
• CNC/VMC operators, setters, programmers, and engineers.
• Aerospace and defence component manufacturing.
• Automotive and other engineering manufacturing industries.

Also Considered: Manufacturing-focused recruitment consultants or recruitment agency professionals with substantial experience in rubber component and industrial manufacturing recruitment, along with suitable HR operations and team management exposure.

Not Preferred: Candidates with only IT/ITES, BPO, banking, retail, hospitality, or general recruitment experience without relevant manufacturing recruitment exposure.

4. Required Skills & Competencies -:

• Strong expertise in manufacturing recruitment and talent acquisition.
• Preferred knowledge of rubber manufacturing, rubber processing, moulding, formulation, and production operations.
• Understanding of CNC/VMC machining and precision manufacturing recruitment.
• Proven ability to manage multiple vacancies and achieve recruitment targets within defined timelines.
• Strong manpower planning, workforce budgeting, and recruitment cost management skills.
• Working knowledge of HR operations, employee relations, payroll coordination, and labour law compliance.
• Experience in developing HR policies, SOPs, and performance monitoring systems.
• Proficiency in Naukri, LinkedIn, MS Excel, HR MIS, and recruitment tracking systems.
• Strong leadership, team management, negotiation, communication, and stakeholder management skills.
• Ability to prepare HR dashboards, analyze workforce data, and present reports to management.
• High level of ownership, confidentiality, problem-solving ability, and decision-making skills.

5. Educational Qualifications -:

• MBA / PGDM in Human Resources.
• MSW / MHRM or an equivalent qualification in Human Resources.
• Graduates with substantial and relevant HR management experience may also be considered.

6. Experience Requirements -:

• 815 years of overall HR experience.
• Strong hands-on experience in manufacturing recruitment.
• Experience in HR operations and managing employee-related processes.
• Prior experience leading an HR team or independently managing the HR function will be preferred.
• Experience working in a manufacturing plant or industrial environment is highly desirable.
• Immediate joiners or candidates with a short notice period will be preferred.

7. Key Performance Indicators (KPIs)-:

The HR Manager will be evaluated on the following parameters:

1. Timely closure of approved manpower requirements.
2. Recruitment quality and candidate retention.
3. Recruitment cost optimization and sourcing effectiveness.
4. Reduction in vacancy days and improvement in offer-to-joining ratio.
5. Accuracy and timeliness of payroll inputs and HR documentation.
6. Effective management of attendance, absenteeism, and employee turnover.
7. Compliance with applicable statutory and internal HR requirements.
8. Effective implementation of HR policies and procedures.
9. Employee engagement, grievance resolution, and retention initiatives.
10. Timely submission of HR MIS, manpower reports, and management dashboards.
11. HR team productivity and completion of assigned departmental targets.

8. Candidate Preference -:

First Preference: HR professionals with direct experience in rubber component manufacturing recruitment and HR operations.

Second Preference: HR professionals from precision engineering, CNC/VMC, aerospace, defence, automotive, or other engineering manufacturing industries.

Additional Preference: Candidates with proven HR team leadership, plant HR management, workforce planning, and management reporting experience.

Interested candidates should have strong manufacturing recruitment expertise, practical HR operations knowledge, and the ability to independently manage HR responsibilities in a manufacturing environment.