Manager

Job Description: Unit HR Head i. General Information Role: Unit HR Head Department: Human Resources ii. Job Objective As the Plant HR Head, you will develop and implement HR strategies aligned with corporate goals, oversee recruitment and staffing, manage performance appraisal systems, and ensure compliance with labor laws.

You will foster a positive work environment, drive employee engagement, and coordinate training programs. Additionally, you will manage labor relations, prepare HR metrics reports, and support leadership and career development. This role is pivotal in aligning HR practices with plant operations. This role is the senior most HR position at Unit level overseeing Payroll management, HR operations and Administration.

iii. Key Responsibility Areas Strategy ABP implementation: Implement annual business plan for HR function at the unit level as per corporate guidelines, market trend & discussion with SBU Head, BWIL top leadership in manufacturing units ensuring alignment with overall company goals and vision. HR Strategy Development: Formulate and implement unit level HR strategies aligned with the plant's objectives and overall corporate goals.

Workforce Planning: Develop and maintain long-term and short-term workforce plans to ensure the plant has the right talent to meet production demands & maximum manpower utilization. Manage both white collar and blue-collar employees. Employee Relations Strategy: Develop and execute strategies to foster a positive work environment and strengthen employee relations, ensuring alignment with organizational values and goals.

Compensation

& Benefits Strategy: Create and maintain competitive compensation and benefits packages to attract and retain top talent. Planning and Execution Manpower assessment: Quarterly/Monthly assessment of manpower requirement at each production section of unit level Recruitment & Staffing: Oversee the recruitment, selection, and onboarding processes to ensure staffing needs are met efficiently and effectively.

Manage both white collar and blue-collar employees’ recruitment. For white collar, coordinate with Talent Head. Training & Development: Implement skill and competency matrix and accordingly plan and coordinate training programs to enhance employee skills. Manage employee skill and knowledge to perform as per operational needs of the plant.

Performance Management: Implement and manage performance appraisal systems, ensuring regular feedback and performance reviews are conducted. Policy Implementation: Execute HR policies and procedures, ensuring compliance with local labor laws and company regulations. Employee Engagement: Coordinate employee engagement programs to boost morale and reduce turnover rates.

Industrial Dispute: Resolve any conflict between employee-employee or employee-employer arising out of employment conditions, terms of employment, or working conditions Employee Amenities: Manage employee amenities like canteen, washroom, uniform, drinking water, housekeeping & security Coordination & Reporting Labor Relations: Maintain effective communication with labor unions/workforce and manage collective bargaining agreements to ensure smooth industrial relations.

Compliance Reporting: Ensure compliance with legal and regulatory requirements, preparing and submitting necessary reports to relevant authorities. HR Metrics Reporting: Prepare and present HR metrics and reports to senior management, highlighting key performance indicators such as turnover rates, absenteeism, and employee satisfaction.

Cross-Departmental Collaboration: Collaborate with the Operations head & other departments to ensure HR practices support overall plant objectives and operations. Collaboration with Plant Operation Head, SBU Head: Work in coordination with SBU head and Plant head team Development Manpower Development: Lead, mentor, and manage the HR team and create an environment of positivity & career development to reduce manpower attrition at white- and blue-collar level Process Improvement: Plan to improve existing procedures for improving efficiency, optimizing work & enhancing quality of delivery Best Practices: Implement the industry best practices to improve existing processes and enhance quality of deliverables Internal Audit compliance Govern the standard functional processes for respective unit.

Support internal audit and comply with the findings. iv. Job Specifications Qualification Min. qualification required

• Bachelor’s Degree (essential) in Engineering/ Science/Arts
• Post Graduation (preferred) in Human Resource Management Relevant Experience Min. no. of years of relevant experience required
• Minimum of 10 years of experience with 8 -10 years in HR and 4 – 6 years in Performance Management Knowledge and Skills Required Leadership Skills: Strategic Thinking: Develop and implement long-term talent and performance strategies. Decision-Making: Align decisions with organizational goals. Communication: Effectively convey performance management and recruitment strategies. Coaching and Mentoring: Train and develop managers and employees. Change Management: Lead change initiatives. Conflict Resolution: Resolve conflicts constructively. Technical Skills: Performance Management Systems: Design and manage PMS and HRMS. Data Analysis: Provide actionable insights from performance data. Training Design: Develop effective training programs. Recruitment Tools: Use ATS and social media recruiting platforms. Project Management: Manage multiple projects. HR Metrics: Track and report HR metrics. Industry Skills: Talent Acquisition: Implement industry-specific recruitment strategies. Employee Development: Understand industry-specific competencies. Compliance: Ensure HR compliance with regulations. Market Trends: Stay updated on industry trends. Network Building: Maintain industry connections. Diversity and Inclusion: Promote diversity within the organization.