Human Resource Lead

Role Overview

The HR Lead will be responsible for overseeing the end-to-end human resources function, driving recruitment, managing manpower planning, handling payroll & HR operations, ensuring effective employee relations including union handling, and strengthening industrial relations practices. The role will act as a strategic partner to management while ensuring compliance with labor laws, policies, and procedures.

Key Responsibilities

1. Recruitment & Talent Acquisition

• Lead and manage end-to-end recruitment process (sourcing, screening, interviewing, selection, onboarding).
  
• Develop recruitment strategies to attract skilled and diverse talent.
  
• Build and maintain talent pipelines for critical positions.
  

2. Manpower Planning & Management

• Assess manpower requirements in consultation with functional heads.
  
• Ensure optimum utilization of workforce and effective deployment across functions.
  
• Implement workforce planning models to align with business growth.
  

3. Payroll & HR Operations

• Oversee payroll management ensuring accuracy, compliance, and timely disbursement.
  
• Manage employee lifecycle activities joining, transfers, exits, and records management.
  
• Drive automation and HRMS usage for smooth operations.
  

4. Employee Relations & Union Handling

• Act as the primary point of contact for union-related matters and collective bargaining.
  
• Develop strong working relationships with union representatives to ensure harmonious relations.
  
• Address grievances, disputes, and disciplinary issues in a fair and timely manner.
  

5. Industrial Relations (IR)

• Ensure compliance with labor laws, statutory obligations, and government regulations.
  
• Liaise with government authorities, legal advisors, and labor offices for compliance matters.
  
• Proactively identify potential IR issues and mitigate risks.
  

6. HR Strategy & Engagement

• Drive employee engagement initiatives to boost morale and retention.
  
• Support leadership in change management and organizational development initiatives.
  
• Provide HR insights and analytics to management for decision-making.
  

Qualifications & Experience

• MBA/PGDM in Human Resources or equivalent.
  
• 6–10 years of progressive HR experience with at least 3 years in a leadership role.
  
• Strong background in industrial relations and union handling.
  
• Experience in manufacturing/plant-based industries preferred.
  
• Excellent knowledge of labor laws, HR best practices, and payroll systems.