- To strategically lead the Plant Human Resources function across all manufacturing sites (8), ensuring the alignment of HR strategy with overarching business goals
- The role is pivotal in driving plant productivity, ensuring regulatory and labour compliance, and developing talent
- A primary objective is to champion and sustain the PACT(Productivity, Alignment, Compliance, and Transparency) culture transformation initiative at the shop-floor level,fostering a highly engaged and high-compliance work environment
- The role also requires leveraging digital HR tools,analytics, and automation to enable data-driven decision-making, enhance workforce productivity, and build a future-ready, digitally adept HR function across manufacturing operations.
KEY RESPONSIBILITIES
People and Culture
- Spearhead the effective sustenance of the PACT culture transformation initiative across all plants, ensuring its principles are deeply embedded in shop-floor operations.
- Collaborate closely with the Learning Organization Development (LOD) Centre of Excellence to design and implement programs that cultivate leadership behaviours aligned with the PACT framework and USV Credo.
- Develop and execute a comprehensive Plant HR strategy that directly contributes to key business metrics, including plant productivity and regulatory quality compliance, while ensuring functional coordination with plant leadership teams. The role will also focus on designing governance metrics and monitoring frameworks to drive accountability, transparency, and consistency across all manufacturing sites.
- Translate strategic goals into actionable HR plans, ensuring transparency and alignment with senior leadership and plant management.
Learning and Development
- Drive robust people development processes as per the PACT framework, focusing on building a strong talent pipeline within the plants.
- Champion initiatives for employee growth in line with the overall organisational HR strategy and people initiatives, including creating structured career paths, promoting internal career opportunities, and facilitating soft skill development programs to build a future-ready workforce.
- Oversee the end-to-end performance management cycle, ensuring goals are aligned with PACT KRAs/KPIs and that feedback is developmental and timely.
- Utilize data analytics to identify skill gaps and partner with LOD to deploy targeted training interventions.
Manpower planning and Cost Management
- Lead strategic manpower planning for all plants based on business forecasts and operational needs to ensure optimal staffing.
- Develop and manage the HR budget for all plant locations, focusing on cost-effectiveness and productivity improvements.
- The above statements are intended to describe the general nature, level and expectations of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all the required duties, responsibilities and job specifications / requirements and that individual entities may amend this list based on their specific requirements and business context.
- Utilize data analytics to monitor manpower costs and productivity metrics, providing insights and recommendations to senior leadership.
Performance Management
- Oversee the process of goal setting, mid-year reviews, and final evaluations to ensure a timely, thorough, and effective appraisal process. Ensure strict adherence to bell curve alignment in performance ratings and foster a culture of discipline in all performance management activities, driving fairness, transparency, and consistency across the organisation.
- Oversee training needs analysis through performance management systems and facilitate in-house or external training program development as needed.
- Guide managers in career development, contributing to the overall performance and development of the teams.
Employee Engagement
- Initiate an integrated strategy to customise employee engagement initiatives that address unique local needs while ensuring consistency and alignment with the organisations central values and culture.
- Analyse employee feedback and attrition data to identify trends, developing proactive action plans to maintain attrition at an optimal level.
- Lead retention strategies for top/critical talent in collaboration with plant leadership.
- Ensure a smooth and positive exit process for departing employees.
Labour Relations and Compliance
- Ensure timely compliance with all applicable labour laws and statutes across all 8 locations, mitigating legal and financial risks.
- Foster a climate of peaceful and constructive labour relations, proactively addressing employee grievances and managing union/representative body interactions.
- Serve as the organization's primary liaison with government agencies, labour departments, and other statutory bodies.
- Oversee all compliance-related documentation, audits, and reporting for both permanent and contractual workforces.
Team Management
- Lead, mentor, and develop a high-performing team of 8 Plant HR Heads, fostering a collaborative and results-oriented culture.
- Provide functional guidance and on-the-job coaching to the plant HR teams, enhancing their capabilities and effectiveness.
- Set clear performance expectations and conduct regular reviews, ensuring the team's alignment with departmental and organizational goals.
The above statements are intended to describe the general nature, level and expectations of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all the
required duties, responsibilities and job specifications / requirements and that individual entities may amend this list based on their specific requirements and business context.
STAKEHOLDER INTERACTION
Type of Interaction: Internal
Interaction with: CHRO, Senior Leadership, Corporate COE Heads (LOD, CB, Talent Acquisition), Site/Plant Heads, Corporate Functional Heads.
Nature of Interaction: Strategic planning, policy formulation, performance reviews, budget approvals, escalation management, and collaboration on
cross-functional initiatives.
Type of Interaction: External
Interaction with: Government Agencies (Labour Dept., etc.), Labour Unions/Representatives, Legal Counsels, External Auditors, Recruitment Firms.
Nature of Interaction: Ensuring statutory compliance, negotiations, legal representation, managing partnerships, and representing the organization's interests.
JOB REQUIREMENTS
Professional Experience and Relevant Skills
- Minimum of 15 years of progressive HR experience, with significant exposure to both corporate and plant HR
- environments.
- Demonstrated experience managing HR across multiple manufacturing sites is essential.
- Proven track record in handling labour relations peacefully and effectively.
- Exceptional communication, influencing, and interpersonal skills.
- Strong proficiency in data analytics to drive informed decision-making.
- Strategic mind set with the ability to translate business needs into operational HR excellence.
Academic Qualifications Certifications
- Educational Qualification: Master in Social Work (MSW) or Master in Business Administration (MBA) in Human
- Resource Management.
- Relevant Certifications: Certifications like SHRM-SCP or SPHR are preferred.
Behavioural Competency (Proficiency Levels from 1 5, with 1 being the lowest and 5 being the highest)
- Strategic Orientation (5)
- Team Management (5)
- Problem Solving and Decision Making (5)
- Integrity and Process Compliance (5)
- Effective Communication (5)
- Collaboration (4)
- Achievement Orientation (4)
- Planning and Execution (4)
