Manager - People - Ports & Terminals - Mundra

ORGANISATION RELATIONSHIPS

Key peer

relationships

ROLES & RESPONSIBILITIES

Primary position

Objectives

• To act as a strategic HR partner for the business by ensuring seamless HR operations, effective workforce planning, performance management, compliance with labour laws (CLMS), and driving a culture of engagement, productivity, and employee wellbeing.

• The role supports business leaders with data-driven insights, people interventions, and end-to-end HR lifecycle management to enable operational excellence..
  

• Creating conducive /healthy working environment

• Employee Satisfaction level

• Employee Engagement level

• Employee Development

• Retention of Talents

• Attrition

• Control on Manpower budget, salary & wage cost, employee related expenses

• Creating employee loyalty & Brand-image.
  

• Discipline

• Implementation of Policies, procedures, systems

• Strategic Business Partnering

• Manpower Planning & Cost Optimization

• Expense Budget – Within budgetary control

• Assets Controlled – Within Policy frame-work

• Salaries Budget – Budgetary control

• No. Employees – All Direct and Indirect Employees
  

HR Operations

• Drive end-to-end employee lifecycle: onboarding, confirmation, transfers, promotions, separations, and F&F.

• Ensure accurate HRIS updates, attendance control, shift management, and OT optimisation.

Compliance & CLMS

• Ensure statutory compliance (CLRA, ISMW, Factories Act) with zero non-compliance.

• Coordinate contractor compliance, audits, statutory records, and licence renewals.

Performance Management (PMS)

• Lead goal-setting, appraisal cycles, rating calibration, and promotion assessments.

• Provide performance insights to support succession planning and capability development.

Employee Engagement & Wellbeing

• Execute structured engagement calendars, R&R programs, surveys, and wellbeing initiatives.

• Drive department-level engagement to strengthen culture and employee morale.
  

Employee Relations & Discipline

• Serve as primary contact for grievances, conflict resolution, and policy interpretation.

• Maintain discipline through attendance monitoring, counselling, and necessary disciplinary action.

Workforce Planning & HR Analytics

• Manage manpower planning, shift/staffing optimisation, and OT cost reduction.

• Deliver monthly HR dashboards on attrition, absenteeism, performance, and engagement.

Strategic HR Business Partnering

• Partner with HODs to align HR actions with business goals and operational KPIs.

• Provide HR advisory on capability building, organisational development, and people decisions.
  

QUALIFICATIONS & COMPETENCIES

• Master Degree in Personnel Management,Human Resources, Industrial Relations, labour legislations with depth & wide scope of specialized knowledge, minimum of 8 -12 years experience in the functional area at senior level.

• Role to interact is critical for changing behaviours, inspiration, motivation, development for creating right working climate.

• Required excellent Human Relations skills sufficiently with professional, specialized academic knowledge (understanding of Theoretical concepts, management principles & their context)

• Sound experience in management of strategic functions with operational & conceptual integration (in diverse/complex situations) for achieving organisational objectives.

• Self-starter & Problem-solving ability is a must to deal with intensity of mental processes by using know-how to identify, define & solve problems within clearly defined broad policies and specific objectives

• Should be accountable & answerable for actions & consequences impacting end-results

• Advanced communication and negotiation skills..

• Computer literate,