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Education & Experience Elite Education: PG degree in HR/IR/Management from Tier-1 Institutes (e.g., XLRI, TISS, MDI) or a highly reputed business school. Proven Tenure:15+ years of progressive HR leadership, with at least 5 years specifically managing multi-site plant operations. Industry Depth: Direct experience inSteel ,Metal, Automobile, or Heavy Engineering sectors is mandatory . Experience within reputed MNC manufacturing plants is highly preferred.Key Competencies The /"Nose for Money/": Exceptional commercial acumen with a track record of linking human capital metrics to business financial outcomes. The Builder’s Spark: A /"Builder-Leader/" who has built systems from the ground up rather than merely managing existing ones. Entrepreneurial Spark: A /"founder’s mindset/" toward professionalizing a growing Public Limited entity. Leadership Style: Capable of managing complex IR issues on the ground while presenting strategic data in the Boardroom.Core Responsibilities: The Five Pillars of Impact1. Strategic HR & Corporate Governance Align the people strategy for 1,500 employees with the organization’s 5-year growth plan. Review and implement advanced KRA/KPI frameworks, Performance Management Systems (PMS), and unified policy formulations. Execute Competency Mapping and strategic talent management to ensure organizational readiness. 2. Multi-Plant Industrial Relations (IR) & Productivity Lead the IR strategy for a 4-plant cluster, focusing on union negotiations, long-term settlements, and workforce stability. Shop-Floor Excellence: Drive productivity and labor cost optimization for 1,500 manpower to directly improve EBITDA. Maintain a strong, hands-on presence in manufacturing environments, with a preference for experience in sheet metal, auto industries, or heavy engineering. 3. Regulatory Mastery & Statutory Compliance Ensure /"Zero-Non-Compliance/" across all units with the Four New Indian Labor Codes and the Factories Act. Oversee statutory audits and manage critical relationships with government and regulatory authorities. 4. Talent Architecture & Digital Transformation Professionalize HR operations by implementing advanced HRIS and workforce analytics for real-time decision-making. Build a robust leadership pipeline for /"Plant Head/" and /"Corporate Function Head/" roles. Consultative Collaboration: Partner with external consultants to introduce world-class HR interventions and organizational development programs. 5. Change Management & Organizational Design Drive organizational restructuring to support 4-plant expansion, focusing on agility and manufacturing excellence. Act as a change agent in transitioning the organization toward a professionalized, /"Business Partner/" oriented model.