About the role
Job Description
Business Priorities: These priorities align HR efforts with the broader organizational strategy, enabling sustainable business outcomes.
1. Strategic Workforce Planning & Organizational Design
* Translate business strategy into actionable people moves. * Lead workforce planning and budgeting to optimize productivity. * Design and implement organizational structures that support strategic goals and close process gaps. * Drive people related Idea savings and Effort Hours reduction as per Lean Management Systems. Proactively partner with business to maintain headcount and Staff/Contract Labour Costs within budget. Achieve the targeted effort hours, head count and savings targets agreed at the beginning of the year.
2. Talent Strategy & Succession Planning
* Develop and execute a forward-looking talent roadmap. * Conduct talent reviews, competency assessments, and succession planning. * Ensure timely, strategic hiring and build a diverse, future-ready talent pipeline.
3. Change Leadership & Transformation
* Lead complex change initiatives (e.g., M&A, restructuring, new org integration). * Drive transformation programs that align with business evolution. * Support leaders and teams through change with structured interventions.
4. Culture & Engagement
* Champion ASPIRE tenets and LEAN principles. * Role model and embed desired behaviours across the organization. * Design and implement engagement strategies to shape a high-performance culture. * Drive Autonomous Way of working culture on the shopfloor and connect with the performance management systems. * Drive the Speak-up culture and Quality transformation agenda across site.
5. Stakeholder Engagement & External Relations
* Partner with business leaders to align HR with strategic needs. * Manage employee relations and proactively address grievances. * In close partnership with the legal team, represent the organization in external forums and ensure compliance with labour laws.
Functional Priorities: These are core HR responsibilities that enable business success through operational excellence and people-centric processes.
1. Talent Development & Capability Building
* Have a clear Succession plan and pipeline into Site Leadership Team (SLT) and SLT-1 roles. * Identify capability gaps and partner with L&D and TTO teams to build critical skills. * Support individual development planning and career growth. * Promote a learning culture aligned with business priorities (e.g., Leadership, LTO, Product Robustness, Process Robustness, Asset Robustness and People Robustness capabilities). * Apply Buy, Build and Transfer strategy to drive Capability.
2. Performance & Rewards
* Lead the performance management cycle with a focus on continuous feedback and accountability. * In close partnership with C&B CoE, implement compensation and benefits strategies that attract, retain, and motivate talent. * Ensure governance and fairness in performance and rewards processes. * Identify top performers and bottom performers early on and implement interventions accordingly.
3. HR Process Excellence & Service Delivery
* Continuously improve HR processes across the employee lifecycle in close partnership with HR shared services. * Guide HR Partners on escalations, compliance, and policy interpretation. * Leverage internal and external expertise to co-create solutions aligned with business needs.
4. Recruitment, Onboarding & Employee Experience
* Work in close partnership with Recruitment CoE to drive timely closure and on time joining for budgeted head count and ensure 100% staffing in Must Win Products and Products that Matter lines. * Deliver a seamless onboarding experience that accelerates integration and productivity. * Enhance employee experience through consistent, high-quality HR touchpoints.
5. HR Analytics & Insights
* Generate actionable insights through HR analytics and reporting received through Shared Services or SpadeX teams. * Use data to inform retention strategies and address workforce challenges.
6. Employee and Industrial Relations
* Develop and execute Industrial Relations strategy aligned to business objectives, ensuring strong ER/IR governance across operating sites. * Build proactive IR risk intelligence through deep understanding of labour laws, union dynamics, and workforce sentiment; guide site HR and leaders. * Drive positive employee relations, collective bargaining, and timely resolution of disputes to sustain industrial harmony. * Assess and manage IR impact of organizational changes and transformations, enabling smooth transitions and employee confidence. * Strengthen stakeholder relationships (government, community, contractors, local authorities) to protect compliance, continuity, and social license to operate.
Qualifications
MBA/Master degree/PG in Human Resources with atleast 10-12 years of experience (including managing a manufacturing site independently).
Additional Information
* Critical to have experience of transformation * Hands-on experience in handling HR processes in a Manufacturing site & Industrial Relations * Ability to work effectively with cross-functional teams and external partners. * Strong understanding of HR processes and continuous improvement methodologies. * Excellent communication, collaboration, and leadership skills.