JOB DESCRIPTION
Section I: Basic Information on the Role
Position Name
Plant HR Manager
Function
Human Resources
Line of Business
Corporate
Grade
D3
Reporting to
Functionally
Administratively
CHRO
CHRO
Roles Reporting into
No. of employees
Role Description
Section II: Job Summary
The Plant HR Manager is responsible for managing all human resources functions at the plant level. This includes employee relations, staffing, talent development, compliance, performance management, labor relations, and HR policy implementation. The role ensures a productive and compliant work environment that aligns with corporate goals and plant objectives.
Section III: Do – Key Activities and responsibilities of the role
Perspective
Responsibility
Key Responsibilities:
·
HR Strategy & Planning
o
Develop and implement HR strategies aligned with plant goals.
o
Partner with leadership to support organizational and operational objectives.
·
Employee Relations
o
Foster a positive work environment and handle employee grievances professionally.
o
Conduct investigations and ensure fair resolution of disciplinary actions.
·
Recruitment & Staffing
o
Manage end-to-end hiring for plant operations, including workforce planning.
o
Collaborate with recruiters and agencies to ensure timely staffing.
·
Performance Management
o
Implement performance appraisal systems and support managers in performance reviews.
o
Provide coaching and support on employee performance issues.
·
Compliance & Labor Law
o
Ensure compliance with labor laws and internal HR policies.
o
Maintain and audit employee records, contracts, and statutory documentation.
·
Training & Development
o
Identify training needs and implement skill development programs.
o
Organize onboarding and continuous learning initiatives.
·
Payroll & Benefits Administration
o
Coordinate with payroll teams to ensure accurate and timely processing.
o
Handle employee welfare schemes, attendance, and leave management.
·
Industrial/Labor Relations
o
Liaise with unions or employee committees (if applicable).
o
Lead negotiations and manage labor contracts, strikes, or grievances.
Section IV: DELIVER – KEY OUTPUTS / RESULTS FROM THE ROLE
Key Performance Indicators (KPI) What are the measurable indicators for the role?
Measurable Deliverables
-
Completion of manpower planning process by target date
-
Cycle time for filling openings
-
Hiring cost per employee
-
Negative variance from budget
-
No of positions filled through Employee Referral Scheme
-
Offer acceptance rate of candidates
Section V: DISPLAY – KNOWLEDGE & SKILLS
In this section, please mention the qualification, technical skills and capabilities which are essential to execute the role. It may be a reflection of your own qualification and skills
Qualification and technical skills required to execute the role. Please mention any functional knowledge. E.g. PhD in xyz
Qualifications
MBA – HR or equivalent
Technical Skills
SAP / HRMIS knowledge will be an added advantage
Experience levels required to execute this role
E.g. 2-4 yrs of experience as a salesman in ABC market
Specific Experience
8 –12 years hands on experience in managing all aspects of recruitment
Over all Experience
7-10 years overall experience in HRD
Behavioral skills / competencies required for the role. E.g. Attention to detail
Behavioral Skills
-
Strong Interpersonal skills
-
Team orientation
-
Communication & presentation skills
-
Result orientation
-
Self driven and motivated
Section V: KEY INTERACTIONS
Mention names of the roles which are not in your department with whom this role interacts
Key Interaction – Internal
Nature or purpose of interaction
-
Departmental Heads
-
Leadership members
-
Employees
-
To understand the business requirements
-
GM-HR and President-HR
-
To review the activities and the initiatives
Key Interaction – External
Nature or purpose of interaction
-
Recruitment Agencies/ Consultants
-
Empanelling recruitment agencies and consultants for sourcing candidates and determining new sources for attracting applications.
