Plant HR Manager

Role Overview

The Plant HR Manager is responsible for leading all HR functions at the manufacturing plant, ensuring effective workforce management, industrial harmony, statutory compliance, and alignment of people practices with production and business goals.

Key Responsibilities

1. Plant HR Operations

• Manage end-to-end HR operations including manpower planning, recruitment, onboarding, and workforce deployment.
• Partner with plant leadership to align HR strategy with production targets and operational excellence.
• Drive employee engagement initiatives across shop-floor and staff workforce.

2. Industrial Relations (IR)

• Maintain healthy industrial relations with workmen, unions (if applicable), and contract labor.
• Handle disciplinary actions, grievance management, domestic enquiries, and conflict resolution.
• Lead negotiations, settlements, and ensure uninterrupted plant operations.

3. Statutory & Labor Compliance

• Ensure full compliance with labor laws including Factories Act, Industrial Disputes Act, CLRA, ESI, PF, Gratuity, Standing Orders, and local labor regulations.
• Liaise with labor authorities, inspectors, and external auditors.
• Maintain statutory registers, filings, and audits.

4. Talent Management & Development

• Implement performance management systems for plant employees.
• Identify training needs and coordinate skill development programs (technical, safety, behavioral).
• Support succession planning for critical plant roles.

5. Compensation, Payroll & Contract Labor

• Oversee payroll inputs, attendance, shifts, overtime, and incentive schemes.
• Manage contract labor vendors and ensure compliance with wage and statutory norms.
• Benchmark wages and benefits in line with manufacturing industry standards.

6. Health, Safety & Welfare

• Collaborate with EHS teams to promote safety culture and statutory safety compliance.
• Drive employee welfare initiatives including canteen, transportation, medical facilities, and hygiene.
• Support accident investigations and corrective action implementation.

7. Culture & Continuous Improvement

• Promote a high-performance, discipline-driven, and ethical work culture.
• Support lean manufacturing, productivity, and continuous improvement initiatives.
• Drive communication between management and shop-floor employees.

Qualifications & Experience

• MBA / MSW in HR, IR, or Personnel Management.
• 8 to 12 years of HR experience in manufacturing, preferably consumer electronics, EMS, automotive, or large-scale plants.
• Strong exposure to Plant HR, IR, and labor law compliance.
• Experience managing large blue-collar and contract workforce.
• Strong knowledge of labor laws & statutory compliance
• Industrial relations & negotiation skills
• Shop-floor workforce engagement
• Stakeholder & vendor management
• Problem-solving and conflict resolution
• High integrity and operational mindset