HR Head – Manufacturing Site (General Manager)

HR Head – Manufacturing Site (General Manager)

Position Summary

Company: Hindustan Platinum

Location: Main Manufacturing Site / Plant

Job Level: General Manager

Reporting and Matrix Governance

- Reports to: CHRO (Sr. Vice President) - Corporate COE interfaces (Corporate Office): COE – Acquisition; COE – Development - Dotted-line functional linkages (plant execution roles): - Plant Training: dotted line to COE – Development for capability frameworks, learning architecture and standards - Plant Talent Acquisition: dotted line to the relevant Corporate COE for TA standards, governance and capability building

Role Purpose

Lead and deliver the end-to-end HR agenda for the manufacturing site, ensuring a stable, compliant and high-performing workforce. Own site HR operations, IR/ER, manpower planning, recruitment and learning deployment at site, and performance and engagement practices. Partner with Corporate COEs to ensure consistency of policy, process, capability building and talent standards. Ensure a positive culture and adherence to employment laws, and act as a strategic partner to the CHRO.

Scope

- Integrated delivery across Operations & IR, Administration, Talent Acquisition (plant execution), Training (plant execution), and HR Operations/HRMS - Coordination with relevant stakeholders such as security/contract management (as applicable to the structure)

Key Responsibilities

1. Site HR Strategy & Business Partnership

- Translate corporate people strategy into plant workforce plans aligned to production, quality, safety, cost and capability needs - Execute site HR strategy aligned to business objectives and organisation development - Act as primary HR partner to plant leadership for productivity, culture, organisation effectiveness and leadership enablement - Lead site HR governance (KPIs/dashboards, action tracking, audit readiness and review cadence)

2. Industrial Relations (IR), Union Management & Employee Relations (ER)

- Own IR/ER strategy, union/employee interface (where applicable), negotiations, conflict prevention and dispute resolution - Lead union management including Long Term Settlement (LTS) and workmen schemes that build ownership of company objectives - Ensure compliance with labour laws, standing orders, disciplinary processes, grievance redressal, domestic enquiries and statutory filings - Strengthen manager capability for ER, discipline, communication and fair process; build a positive ER climate through forums, counselling and communication

3. Talent Acquisition (Site Execution) – with Corporate COE Governance

- Own manpower requisition validation, prioritisation and hiring plan (including permanent, contract, apprentices/trainees and niche skills) - Ensure TA execution meets COE standards (sourcing, assessment, offers, compliance and reporting) while meeting plant timelines

4. Learning, Training & Capability Building (Plant Delivery) – with COE–Development Governance

- Drive annual site training plan (technical and leadership), compliance trainings and skill certification in partnership with operations/quality/EHS - Ensure learning design and delivery aligns to COE–Development frameworks (learning architecture, competency mapping and effectiveness measurement) - Implement training programs that enable business goals and employee growth

5. Performance Management, Talent & Culture (Site Implementation)

- Deploy performance cycles at site (goal setting, reviews, calibration support and performance improvement) - Implement talent reviews, succession inputs and high-potential identification; provide inputs to corporate talent processes - Lead engagement and culture initiatives (listening, action planning, recognition and leadership communication)

6. Compensation, Benefits & Annual People Processes

- Ensure consistent execution of compensation and benefits processes per policy (salary actions, incentives, and plant-related governance such as attendance/OT/shift allowances where applicable)

7. HR Operations, HRMS/HRIS, Compliance & Administration

- Ensure HR operations excellence across employee lifecycle; HRMS integrity, master data governance, reporting/metrics, standardisation and turnaround time - Ensure compliance with applicable labour statutes and site HR compliances, including preparedness for evolving labour law landscape (including new labour codes) - Ensure governance for POSH and internal audits; maintain ethics, confidentiality and data privacy; manage HR risk proactively

8. Plant Administration & Workforce Services (as applicable)

- Oversee administration services within HR scope (facility interfaces such as transport, canteen, housekeeping and visitor management as applicable) - Ensure vendor governance, SLAs and budget control with site leadership/procurement/finance

9. Manpower Planning, Budgeting, Contract Labour & Apprenticeship

- Prepare and manage annual HR/manpower budget; implement contract labour governance and apprenticeship schemes aligned to plant needs and compliance

10. Projects, Change Execution & Enterprise Rollouts

- Lead HR initiatives/projects with disciplined delivery; drive change, standardisation and new ways of working - Support enterprise HR initiative rollouts at the plant; provide site feedback to improve policy/process design

11. Stakeholder Management (Internal/External)

- Build operating rhythm with Corporate COEs (hiring reviews, learning/capability reviews, quarterly talent governance) and escalate gaps with solutions - Build relationships with external stakeholders as needed (labour authorities, vendors, institutes) and liaise with government/local bodies where relevant for plant operations/compliance

12. Team Leadership

- Lead, mentor and develop the plant HR team; build capability, accountability, service orientation and a continuous learning culture

Key Deliverables / Success Measures (Indicative KPIs)

- Manpower fulfilment: time-to-fill, vacancy ageing, offer-to-join ratio and critical skill closure - IR/ER stability: grievance trends, dispute resolution time, disciplinary case quality, absenteeism and attrition in key areas - Capability: training coverage, compliance completion, effectiveness scores and skill certification progress - HR operations excellence: HRMS data accuracy, payroll/benefits accuracy, onboarding/exit TAT and audit findings closure - Engagement & culture: action closure, leadership communication cadence and frontline manager capability improvement - Compliance: zero non-compliances; timely statutory submissions and audit readiness

Key Interfaces

- Internal: CHRO, Corporate COEs (Acquisition & Development), Plant Head/Site leadership, Operations/Production, Quality, EHS, Engineering, Supply Chain, Finance, Legal and IT - External: labour authorities, statutory bodies, vendors/service providers, training partners, recruiters, local institutions/ITI and medical/insurance partners (as applicable)

People Management

Lead the plant HR team as per structure (HR Ops/HRMS, TA resources, Training, Admin and related workforce services roles), ensuring capability development, accountability and service orientation.

Education & Experience

- Master’s in HR/IR/Labour Welfare/Social Work/Business Administration or related; MBA/PGDM HR preferred - Typically 12–18 years’ experience, with 15+ years preferred for GM-level plant HR leadership; strong manufacturing HR/IR and labour law compliance exposure

Key Competencies

- Strategic thinking; workforce planning and OD execution - Strong IR/union handling capability; negotiation and conflict resolution - Business acumen and ability to align HR with plant outcomes - High emotional intelligence and strong relationship management - Analytical/problem-solving orientation; ability to manage multiple priorities in a fast-paced environment - Governance and process excellence; comfort with data and dashboards - Effective collaboration in a matrix structure (site delivery plus COE functional governance) - High integrity, confidentiality and employee-centric mindset

Authority / Decision Rights (Indicative)

- Make site HR execution decisions within policy; recommend exceptions/approvals to CHRO - Drive site manpower prioritisation and hiring plan governance; deploy HR budget within approved limits - Lead ER/IR decisions at site and escalate to CHRO/legal as needed