Job Title

HR Head – Manufacturing Site (General Manager)Position SummaryCompany: Hindustan PlatinumLocation: Main Manufacturing Site / PlantJob Level: General ManagerReporting and Matrix GovernanceReports to: CHRO (Sr. Vice President)Corporate COE interfaces (Corporate Office): COE – Acquisition; COE – DevelopmentDotted-line functional linkages (plant execution roles):Plant Training: dotted line to COE – Development for capability frameworks, learning architecture and standardsPlant Talent Acquisition: dotted line to the relevant Corporate COE for TA standards, governance and capability buildingRole PurposeLead 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.ScopeIntegrated delivery across Operations & IR, Administration, Talent Acquisition (plant execution), Training (plant execution), and HR Operations/HRMSCoordination with relevant stakeholders such as security/contract management (as applicable to the structure)Key Responsibilities1. Site HR Strategy & Business PartnershipTranslate corporate people strategy into plant workforce plans aligned to production, quality, safety, cost and capability needsExecute site HR strategy aligned to business objectives and organisation developmentAct as primary HR partner to plant leadership for productivity, culture, organisation effectiveness and leadership enablementLead 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 resolutionLead union management including Long Term Settlement (LTS) and workmen schemes that build ownership of company objectivesEnsure compliance with labour laws, standing orders, disciplinary processes, grievance redressal, domestic enquiries and statutory filingsStrengthen manager capability for ER, discipline, communication and fair process; build a positive ER climate through forums, counselling and communication3. Talent Acquisition (Site Execution) – with Corporate COE GovernanceOwn 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 timelines4. Learning, Training & Capability Building (Plant Delivery) – with COE–Development GovernanceDrive annual site training plan (technical and leadership), compliance trainings and skill certification in partnership with operations/quality/EHSEnsure 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 growth5. 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 processesLead engagement and culture initiatives (listening, action planning, recognition and leadership communication)6. Compensation, Benefits & Annual People ProcessesEnsure 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 & AdministrationEnsure HR operations excellence across employee lifecycle; HRMS integrity, master data governance, reporting/metrics, standardisation and turnaround timeEnsure 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 proactively8. 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/finance9. Manpower Planning, Budgeting, Contract Labour & ApprenticeshipPrepare and manage annual HR/manpower budget; implement contract labour governance and apprenticeship schemes aligned to plant needs and compliance10. Projects, Change Execution & Enterprise RolloutsLead HR initiatives/projects with disciplined delivery; drive change, standardisation and new ways of workingSupport enterprise HR initiative rollouts at the plant; provide site feedback to improve policy/process design11. Stakeholder Management (Internal/External)Build operating rhythm with Corporate COEs (hiring reviews, learning/capability reviews, quarterly talent governance) and escalate gaps with solutionsBuild relationships with external stakeholders as needed (labour authorities, vendors, institutes) and liaise with government/local bodies where relevant for plant operations/compliance12. Team LeadershipLead, mentor and develop the plant HR team; build capability, accountability, service orientation and a continuous learning cultureKey Deliverables / Success Measures (Indicative KPIs)Manpower fulfilment: time-to-fill, vacancy ageing, offer-to-join ratio and critical skill closureIR/ER stability: grievance trends, dispute resolution time, disciplinary case quality, absenteeism and attrition in key areasCapability: training coverage, compliance completion, effectiveness scores and skill certification progressHR operations excellence: HRMS data accuracy, payroll/benefits accuracy, onboarding/exit TAT and audit findings closureEngagement & culture: action closure, leadership communication cadence and frontline manager capability improvementCompliance: zero non-compliances; timely statutory submissions and audit readinessKey InterfacesInternal: CHRO, Corporate COEs (Acquisition & Development), Plant Head/Site leadership, Operations/Production, Quality, EHS, Engineering, Supply Chain, Finance, Legal and ITExternal: labour authorities, statutory bodies, vendors/service providers, training partners, recruiters, local institutions/ITI and medical/insurance partners (as applicable)People ManagementLead 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 & ExperienceMaster’s in HR/IR/Labour Welfare/Social Work/Business Administration or related; MBA/PGDM HR preferredTypically 12–18 years’ experience, with 15+ years preferred for GM-level plant HR leadership; strong manufacturing HR/IR and labour law compliance exposureKey CompetenciesStrategic thinking; workforce planning and OD executionStrong IR/union handling capability; negotiation and conflict resolutionBusiness acumen and ability to align HR with plant outcomesHigh emotional intelligence and strong relationship managementAnalytical/problem-solving orientation; ability to manage multiple priorities in a fast-paced environmentGovernance and process excellence; comfort with data and dashboardsEffective collaboration in a matrix structure (site delivery plus COE functional governance)High integrity, confidentiality and employee-centric mindsetAuthority / Decision Rights (Indicative)Make site HR execution decisions within policy; recommend exceptions/approvals to CHRODrive site manpower prioritisation and hiring plan governance; deploy HR budget within approved limitsLead ER/IR decisions at site and escalate to CHRO/legal as needed