Key Responsibilities:
Strategic HR Leadership & Business Partnership
- Act as a strategic HR partner to the leadership team, providing insights and guidance on organization design, workforce strategy, and people-related risks and opportunities.
- Translate business strategy into a comprehensive HR roadmap supporting growth, productivity, and operational excellence.
- Lead change management initiatives related to restructuring, expansion, automation, and cultural transformation.
HR Programs, Policies & Governance
- Design, deploy, and continuously improve HR policies, frameworks, and processes aligned with Sintex's manufacturing and field-force environment.
- Ensure consistency, scalability, and governance of HR programs across plants, regional offices, and corporate functions.
- Drive digitization and process optimization of HR operations to improve efficiency and employee experience.
Talent Management & Leadership Development
- Oversee the full talent lifecycle including manpower planning, hiring strategy, succession planning, and leadership pipeline development.
- Partner with business leaders to identify critical roles and high-potential talent, ensuring readiness for future leadership needs.
- Sponsor and govern learning and development initiatives, including technical capability building for manufacturing and plumbing-related roles.
Performance Management & Culture Building
- Own and drive the performance management framework, ensuring alignment between individual goals and organizational priorities.
- Foster a culture of accountability, high performance, and continuous improvement across the organization.
- Support leadership in driving employee engagement, values, and desired behaviors aligned with Sintex's brand and legacy.
Compensation, Benefits & Rewards
- Lead annual compensation planning, incentives, and rewards programs in line with market benchmarks and internal equity.
- Ensure competitiveness and sustainability of compensation and benefits structures for plant workers, field staff, and corporate employees.
- Provide strategic inputs on cost optimization while maintaining talent retention and motivation.
Employee Relations & Industrial Relations
- Oversee employee relations and industrial relations across manufacturing locations, ensuring harmonious employeemanagement relations.
- Manage complex grievances, disciplinary actions, and compliance matters with maturity and fairness.
- Lead negotiations, statutory compliance, and interactions with unions and external stakeholders, where applicable.
Data-Driven HR & Analytics
- Leverage HR analytics and dashboards to track key metrics such as attrition, productivity, engagement, absenteeism, and manpower costs.
- Present actionable insights and recommendations to senior leadership for informed decision making.
- Drive a culture of evidence-based HR interventions.
Compliance & Risk Management
- Ensure full compliance with labor laws, factory acts, and statutory requirements across locations.
- Lead internal and external audits related to HR, labor compliance, and governance.
- Proactively assess and mitigate people-related risks.
Key Skills & Competencies
- Strategic HR leadership and strong business acumen
- Deep understanding of manufacturing and field-force HR dynamics
- Strong knowledge of labor laws, IR, and statutory compliance
- Ability to influence and partner with senior leadership
- Data-driven mindset with strong analytical capabilities
- High integrity, maturity, and stakeholder management skills
