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