FUNCTIONAL RESPONSIBILITIES:
HR Business Partnering
- Serve as the HR partner to manufacturing function heads on all people-related matters occurring within the plant
- Participate in reviews to align manpower planning, skill requirements, and people priorities with business objectives
- Drive key HR processes such as performance management, talent movement, and succession planning across plant
- Advise manufacturing leadership on organization structure, workforce deployment, and role optimization
- Collaborate with HR COEs to ensure timely support and solutions for business needs
- Act as the escalation point for people issues from plants, ensuring balanced resolutions between business and HR perspectives
Regional HR Strategy & Governance
- Develop and implement the regional HR roadmap aligned with business and Cluster 2 HR strategy
- Oversee execution of HR processes across plants onboarding, transfers, confirmations, and separations ensuring adherence to timelines and policy standards
- Monitor and review manpower costs, productivity ratios, absenteeism, and attrition trends region-wide
- Ensure consistency in policy interpretation and HR communication across all sites
- Coordinate regional HR reviews and submit consolidated dashboards to the Cluster 2 HRBP Head
Industrial Relations & Workforce Harmony
- Oversee IR strategy implementation across plants, ensuring proactive relationship management with unions and workmen
- Lead and review grievance management, disciplinary proceedings, and settlements across sites
- Monitor early warning indicators for potential IR risks and drive preventive actions with the Head ER & Compliance
- Support collective bargaining and wage settlement processes as per corporate ER direction
- Ensure consistency in application of standing orders, grievance redressal, and communication protocols
Statutory Compliance & Risk Control
- Ensure 100% statutory compliance across all regional plants under applicable labor laws and regulations
- Validate compliance reports, inspection responses, and audit findings submitted by plant teams
- Coordinate with the Head ER & Compliance and legal advisors on inspection management, dispute cases, and compliance interpretation
- Drive periodic internal audits, reviews, and closure of corrective actions
- Maintain readiness for external audits and government inspections across all plants in the region
Employee Capability & Engagement
- Guide Plant HR Leads to execute engagement calendars and feedback-based improvement plans
- Support functional capability-building initiatives in coordination with L&D (especially for supervisors and workmen)
- Monitor regional engagement and retention scores, analyzing trends and driving localized interventions
- Facilitate people manager development programs to strengthen leadership capability in manufacturing
- Champion V-Guard's culture and values at all levels across the regional workforce
Administration & Vendor Governance
- Oversee regional administrative operations including security, transport, canteen, and welfare facilities
- Review vendor performance, compliance, and cost utilization reports from each plant
- Ensure standardization of administrative policies and vendor contracts in collaboration with Corporate Admin
- Monitor regional infrastructure readiness, safety compliance, and welfare amenities
- Drive cost optimization initiatives through central negotiations and resource sharing across plants
Data, Analytics & Reporting
- Review and analyze HR, IR, and compliance data across the region headcount, productivity, attrition, grievances, and audit outcomes
- Ensure accuracy of HRMS (Darwinbox) data across all plant teams and compliance dashboards
- Prepare consolidated regional HR and IR performance reports for Cluster 2 HRBP Head and Head ER & Compliance
- Use analytics insights to recommend process simplification and structural improvements
Key challenges:
- Ensuring consistent HR and compliance standards across geographically dispersed plants
- Balancing business continuity, union dynamics, and compliance obligations simultaneously
- Building capability and ownership among diverse plant HR teams with varying maturity levels
EDUCATION & EXPERIENCE:
Postgraduate in Human Resources, Industrial Relations, or Business Management
- 10+ years of experience in plant HR, employee relations, and compliance, with at least 35 years in a regional or multi-plant leadership role
- Strong understanding of labor laws, collective bargaining, and union management
- Proven experience in manufacturing or consumer durables industry
- Demonstrated ability to manage multi-site HR operations and large field teams
