Verified Job
Recruiter / HR / Admin
HR Head – Manufacturing Site (General Manager)
Recruiter / HR / Admin
#682985
Remote / WFH
Job Description
Position Summary
Company: Hindustan Platinum
Location: Main Manufacturing Site / Plant
Job Level: General Manager
Reporting and Matrix Governance
• Reports to: CHRO (Sr. Vice President)
• Corporate COE interfaces (Corporate Office): COE – Acquisition; COE – Development
• Dotted-line functional linkages (plant execution roles):
• Plant Training: dotted line to COE – Development for capability frameworks, learning architecture and standards
• Plant Talent Acquisition: dotted line to the relevant Corporate COE for TA standards, governance and capability building
Role Purpose
Lead and deliver the end-to-end HR agenda for the manufacturing site, ensuring a stable, compliant and high-performing workforce. Own site HR operations, IR/ER, manpower planning, recruitment and learning deployment at site, and performance and engagement practices. Partner with Corporate COEs to ensure consistency of policy, process, capability building and talent standards. Ensure a positive culture and adherence to employment laws, and act as a strategic partner to the CHRO.
Scope
• Integrated delivery across Operations & IR, Administration, Talent Acquisition (plant execution), Training (plant execution), and HR Operations/HRMS
• Coordination with relevant stakeholders such as security/contract management (as applicable to the structure)
Key Responsibilities
1. Site HR Strategy & Business Partnership
• Translate corporate people strategy into plant workforce plans aligned to production, quality, safety, cost and capability needs
• Execute site HR strategy aligned to business objectives and organisation development
• Act as primary HR partner to plant leadership for productivity, culture, organisation effectiveness and leadership enablement
• Lead site HR governance (KPIs/dashboards, action tracking, audit readiness and review cadence)
2. Industrial Relations (IR), Union Management & Employee Relations (ER)
• Own IR/ER strategy, union/employee interface (where applicable), negotiations, conflict prevention and dispute resolution
• Lead union management including Long Term Settlement (LTS) and workmen schemes that build ownership of company objectives
• Ensure compliance with labour laws, standing orders, disciplinary processes, grievance redressal, domestic enquiries and statutory filings
• Strengthen manager capability for ER, discipline, communication and fair process; build a positive ER climate through forums, counselling and communication
3. Talent Acquisition (Site Execution) – with Corporate COE Governance
• Own manpower requisition validation, prioritisation and hiring plan (including permanent, contract, apprentices/trainees and niche skills)
• Ensure TA execution meets COE standards (sourcing, assessment, offers, compliance and reporting) while meeting plant timelines
4. Learning, Training & Capability Building (Plant Delivery) – with COE–Development Governance
• Drive annual site training plan (technical and leadership), compliance trainings and skill certification in partnership with operations/quality/EHS
• Ensure learning design and delivery aligns to COE–Development frameworks (learning architecture, competency mapping and effectiveness measurement)
• Implement training programs that enable business goals and employee growth
5. Performance Management, Talent & Culture (Site Implementation)
• Deploy performance cycles at site (goal setting, reviews, calibration support and performance improvement)
• Implement talent reviews, succession inputs and high-potential identification; provide inputs to corporate talent processes
• Lead engagement and culture initiatives (listening, action planning, recognition and leadership communication)
6. Compensation, Benefits & Annual People Processes
• Ensure consistent execution of compensation and benefits processes per policy (salary actions, incentives, and plant-related governance such as attendance/OT/shift allowances where applicable)
7. HR Operations, HRMS/HRIS, Compliance & Administration
• Ensure HR operations excellence across employee lifecycle; HRMS integrity, master data governance, reporting/metrics, standardisation and turnaround time
• Ensure compliance with applicable labour statutes and site HR compliances, including preparedness for evolving labour law landscape (including new labour codes)
• Ensure governance for POSH and internal audits; maintain ethics, confidentiality and data privacy; manage HR risk proactively
8. Plant Administration & Workforce Services (as applicable)
• Oversee administration services within HR scope (facility interfaces such as transport, canteen, housekeeping and visitor management as applicable)
• Ensure vendor governance, SLAs and budget control with site leadership/procurement/finance
9. Manpower Planning, Budgeting, Contract Labour & Apprenticeship
• Prepare and manage annual HR/manpower budget; implement contract labour governance and apprenticeship schemes aligned to plant needs and compliance
10. Projects, Change Execution & Enterprise Rollouts
• Lead HR initiatives/projects with disciplined delivery; drive change, standardisation and new ways of working
• Support enterprise HR initiative rollouts at the plant; provide site feedback to improve policy/process design
11. Stakeholder Management (Internal/External)
• Build operating rhythm with Corporate COEs (hiring reviews, learning/capability reviews, quarterly talent governance) and escalate gaps with solutions
• Build relationships with external stakeholders as needed (labour authorities, vendors, institutes) and liaise with government/local bodies where relevant for plant operations/compliance
12. Team Leadership
• Lead, mentor and develop the plant HR team; build capability, accountability, service orientation and a continuous learning culture
Key Deliverables / Success Measures (Indicative KPIs)
• Manpower fulfilment: time-to-fill, vacancy ageing, offer-to-join ratio and critical skill closure
• IR/ER stability: grievance trends, dispute resolution time, disciplinary case quality, absenteeism and attrition in key areas
• Capability: training coverage, compliance completion, effectiveness scores and skill certification progress
• HR operations excellence: HRMS data accuracy, payroll/benefits accuracy, onboarding/exit TAT and audit findings closure
• Engagement & culture: action closure, leadership communication cadence and frontline manager capability improvement
• Compliance: zero non-compliances; timely statutory submissions and audit readiness
Key Interfaces
• Internal: CHRO, Corporate COEs (Acquisition & Development), Plant Head/Site leadership, Operations/Production, Quality, EHS, Engineering, Supply Chain, Finance, Legal and IT
• External: labour authorities, statutory bodies, vendors/service providers, training partners, recruiters, local institutions/ITI and medical/insurance partners (as applicable)
People Management
Lead the plant HR team as per structure (HR Ops/HRMS, TA resources, Training, Admin and related workforce services roles), ensuring capability development, accountability and service orientation.
Education & Experience
• Master’s in HR/IR/Labour Welfare/Social Work/Business Administration or related; MBA/PGDM HR preferred
• Typically 12–18 years’ experience, with 15+ years preferred for GM-level plant HR leadership; strong manufacturing HR/IR and labour law compliance exposure
Key Competencies
• Strategic thinking; workforce planning and OD execution
• Strong IR/union handling capability; negotiation and conflict resolution
• Business acumen and ability to align HR with plant outcomes
• High emotional intelligence and strong relationship management
• Analytical/problem-solving orientation; ability to manage multiple priorities in a fast-paced environment
• Governance and process excellence; comfort with data and dashboards
• Effective collaboration in a matrix structure (site delivery plus COE functional governance)
• High integrity, confidentiality and employee-centric mindset
Authority / Decision Rights (Indicative)
• Make site HR execution decisions within policy; recommend exceptions/approvals to CHRO
• Drive site manpower prioritisation and hiring plan governance; deploy HR budget within approved limits
• Lead ER/IR decisions at site and escalate to CHRO/legal as needed
Company: Hindustan Platinum
Location: Main Manufacturing Site / Plant
Job Level: General Manager
Reporting and Matrix Governance
• Reports to: CHRO (Sr. Vice President)
• Corporate COE interfaces (Corporate Office): COE – Acquisition; COE – Development
• Dotted-line functional linkages (plant execution roles):
• Plant Training: dotted line to COE – Development for capability frameworks, learning architecture and standards
• Plant Talent Acquisition: dotted line to the relevant Corporate COE for TA standards, governance and capability building
Role Purpose
Lead and deliver the end-to-end HR agenda for the manufacturing site, ensuring a stable, compliant and high-performing workforce. Own site HR operations, IR/ER, manpower planning, recruitment and learning deployment at site, and performance and engagement practices. Partner with Corporate COEs to ensure consistency of policy, process, capability building and talent standards. Ensure a positive culture and adherence to employment laws, and act as a strategic partner to the CHRO.
Scope
• Integrated delivery across Operations & IR, Administration, Talent Acquisition (plant execution), Training (plant execution), and HR Operations/HRMS
• Coordination with relevant stakeholders such as security/contract management (as applicable to the structure)
Key Responsibilities
1. Site HR Strategy & Business Partnership
• Translate corporate people strategy into plant workforce plans aligned to production, quality, safety, cost and capability needs
• Execute site HR strategy aligned to business objectives and organisation development
• Act as primary HR partner to plant leadership for productivity, culture, organisation effectiveness and leadership enablement
• Lead site HR governance (KPIs/dashboards, action tracking, audit readiness and review cadence)
2. Industrial Relations (IR), Union Management & Employee Relations (ER)
• Own IR/ER strategy, union/employee interface (where applicable), negotiations, conflict prevention and dispute resolution
• Lead union management including Long Term Settlement (LTS) and workmen schemes that build ownership of company objectives
• Ensure compliance with labour laws, standing orders, disciplinary processes, grievance redressal, domestic enquiries and statutory filings
• Strengthen manager capability for ER, discipline, communication and fair process; build a positive ER climate through forums, counselling and communication
3. Talent Acquisition (Site Execution) – with Corporate COE Governance
• Own manpower requisition validation, prioritisation and hiring plan (including permanent, contract, apprentices/trainees and niche skills)
• Ensure TA execution meets COE standards (sourcing, assessment, offers, compliance and reporting) while meeting plant timelines
4. Learning, Training & Capability Building (Plant Delivery) – with COE–Development Governance
• Drive annual site training plan (technical and leadership), compliance trainings and skill certification in partnership with operations/quality/EHS
• Ensure learning design and delivery aligns to COE–Development frameworks (learning architecture, competency mapping and effectiveness measurement)
• Implement training programs that enable business goals and employee growth
5. Performance Management, Talent & Culture (Site Implementation)
• Deploy performance cycles at site (goal setting, reviews, calibration support and performance improvement)
• Implement talent reviews, succession inputs and high-potential identification; provide inputs to corporate talent processes
• Lead engagement and culture initiatives (listening, action planning, recognition and leadership communication)
6. Compensation, Benefits & Annual People Processes
• Ensure consistent execution of compensation and benefits processes per policy (salary actions, incentives, and plant-related governance such as attendance/OT/shift allowances where applicable)
7. HR Operations, HRMS/HRIS, Compliance & Administration
• Ensure HR operations excellence across employee lifecycle; HRMS integrity, master data governance, reporting/metrics, standardisation and turnaround time
• Ensure compliance with applicable labour statutes and site HR compliances, including preparedness for evolving labour law landscape (including new labour codes)
• Ensure governance for POSH and internal audits; maintain ethics, confidentiality and data privacy; manage HR risk proactively
8. Plant Administration & Workforce Services (as applicable)
• Oversee administration services within HR scope (facility interfaces such as transport, canteen, housekeeping and visitor management as applicable)
• Ensure vendor governance, SLAs and budget control with site leadership/procurement/finance
9. Manpower Planning, Budgeting, Contract Labour & Apprenticeship
• Prepare and manage annual HR/manpower budget; implement contract labour governance and apprenticeship schemes aligned to plant needs and compliance
10. Projects, Change Execution & Enterprise Rollouts
• Lead HR initiatives/projects with disciplined delivery; drive change, standardisation and new ways of working
• Support enterprise HR initiative rollouts at the plant; provide site feedback to improve policy/process design
11. Stakeholder Management (Internal/External)
• Build operating rhythm with Corporate COEs (hiring reviews, learning/capability reviews, quarterly talent governance) and escalate gaps with solutions
• Build relationships with external stakeholders as needed (labour authorities, vendors, institutes) and liaise with government/local bodies where relevant for plant operations/compliance
12. Team Leadership
• Lead, mentor and develop the plant HR team; build capability, accountability, service orientation and a continuous learning culture
Key Deliverables / Success Measures (Indicative KPIs)
• Manpower fulfilment: time-to-fill, vacancy ageing, offer-to-join ratio and critical skill closure
• IR/ER stability: grievance trends, dispute resolution time, disciplinary case quality, absenteeism and attrition in key areas
• Capability: training coverage, compliance completion, effectiveness scores and skill certification progress
• HR operations excellence: HRMS data accuracy, payroll/benefits accuracy, onboarding/exit TAT and audit findings closure
• Engagement & culture: action closure, leadership communication cadence and frontline manager capability improvement
• Compliance: zero non-compliances; timely statutory submissions and audit readiness
Key Interfaces
• Internal: CHRO, Corporate COEs (Acquisition & Development), Plant Head/Site leadership, Operations/Production, Quality, EHS, Engineering, Supply Chain, Finance, Legal and IT
• External: labour authorities, statutory bodies, vendors/service providers, training partners, recruiters, local institutions/ITI and medical/insurance partners (as applicable)
People Management
Lead the plant HR team as per structure (HR Ops/HRMS, TA resources, Training, Admin and related workforce services roles), ensuring capability development, accountability and service orientation.
Education & Experience
• Master’s in HR/IR/Labour Welfare/Social Work/Business Administration or related; MBA/PGDM HR preferred
• Typically 12–18 years’ experience, with 15+ years preferred for GM-level plant HR leadership; strong manufacturing HR/IR and labour law compliance exposure
Key Competencies
• Strategic thinking; workforce planning and OD execution
• Strong IR/union handling capability; negotiation and conflict resolution
• Business acumen and ability to align HR with plant outcomes
• High emotional intelligence and strong relationship management
• Analytical/problem-solving orientation; ability to manage multiple priorities in a fast-paced environment
• Governance and process excellence; comfort with data and dashboards
• Effective collaboration in a matrix structure (site delivery plus COE functional governance)
• High integrity, confidentiality and employee-centric mindset
Authority / Decision Rights (Indicative)
• Make site HR execution decisions within policy; recommend exceptions/approvals to CHRO
• Drive site manpower prioritisation and hiring plan governance; deploy HR budget within approved limits
• Lead ER/IR decisions at site and escalate to CHRO/legal as needed
