Senior Executive / Assistant Manager – Plant HR

JOB DESCRIPTION Senior Executive / Assistant Manager – Plant HR Location: Lucknow – CV Plant Department: Human Resources Reporting To: Plant HR Head Industry: Automotive / Auto Components / Steel / Metal / Engineering Manufacturing Experience: 4–7 Years Education: MBA/PGDM in HR / MSW / Labour Welfare or equivalent Budget: 4-6LPA 1. Job Purpose To manage and strengthen the overall HR function of the CV Manufacturing Plant, with a strong focus on Plant HR Operations, Industrial Relations, Contract Labour Management, Statutory Compliance, Manpower Planning, Employee Relations and HR Analytics . The position will work closely with the Corporate HR Head and Plant leadership to ensure effective implementation of HR policies and processes at the plant. 2. Key Responsibilities A. Plant HR Operations - Manage day-to-day HR operations of the CV Plant. - Act as the HR interface between Corporate HR, Plant Management, HODs, employees and workmen. - Ensure effective implementation of Corporate HR policies and processes at plant level. - Maintain strong HR presence and employee connect on the shop floor. - Monitor HR-related issues and ensure timely resolution. - Support the Plant Head and HODs in people-related matters. B. Manpower Planning & Recruitment - Prepare manpower plans based on production requirements, shifts and business needs. - Ensure timely recruitment of staff, workmen and other approved manpower. - Coordinate with Corporate HR/recruitment agencies for hiring. - Monitor vacancies, joining status, manpower deployment and attrition. - Ensure optimum manpower utilization across departments. - Support workforce productivity and manpower cost optimization. - Develop manpower productivity reports for management review. C. Industrial Relations & Employee Relations - Manage day-to-day Industrial Relations activities at the plant. - Maintain healthy and productive relations with employees and workmen. - Handle employee grievances and shop-floor employee concerns. - Support disciplinary proceedings and misconduct cases in coordination with Corporate HR/Legal. - Monitor absenteeism, unauthorized absence and employee discipline. - Identify potential employee/IR issues and escalate them proactively. - Support management during employee negotiations and sensitive employee matters. D. Contract Labour Management - Manage contract manpower in coordination with respective departments and contractors. - Ensure contract manpower is deployed as per approved requirements. - Monitor contractor attendance and manpower deployment. - Ensure contractors comply with applicable statutory requirements. - Review contractor wage bills and supporting documents before processing. - Monitor compliance related to wages, PF, ESIC, bonus, leave and other applicable benefits. - Conduct periodic contractor compliance reviews/audits. - Ensure proper contractor documentation and agreements. - Identify and escalate contractor compliance risks. E. Statutory Compliance - Ensure compliance with applicable labour and employment laws. - Maintain statutory registers, records and required documentation. - Coordinate with Corporate HR/Legal and external consultants on labour-law matters. - Ensure timely statutory returns and submissions. - Ensure plant readiness for labour department, statutory and other compliance inspections. - Monitor compliance relating to: Factories Act / applicable factory legislation, EPF, ESIC, Minimum Wages, Payment of Wages, Payment of Bonus, Gratuity, Contract Labour, Maternity Benefits, POSH, Working hours and overtime, Leave and holidays, Ensure timely closure of statutory and audit observations. F. Attendance, Time Office & Payroll Inputs - Ensure accurate attendance processing for all employee categories. - Monitor shift schedules, absenteeism, late coming, leave and overtime. - Review attendance inputs before payroll processing. - Coordinate with Corporate HR/Payroll for timely payroll closure. - Monitor department-wise overtime and identify excessive OT. - Ensure OT is within approved limits and investigate abnormal trends. - Ensure proper control over attendance and time-office processes. G. Performance Management - Drive implementation of PMS/KRA processes at plant level. - Coordinate with HODs for timely goal setting and performance reviews. - Support objective and data-based performance evaluation. - Identify performance gaps and support Performance Improvement Plans wherever required. - Coordinate with Corporate HR for increments, promotions and other employee actions. H. Employee Engagement & Communication - Develop and execute plant-level employee engagement initiatives. - Conduct employee interaction and communication sessions. - Strengthen employee connect with management. - Monitor employee grievances and ensure timely closure. - Conduct exit interviews and analyse attrition trends. - Identify initiatives for improving employee retention and engagement. I. Training & Development - Identify training and capability-development requirements. - Prepare and execute the plant training calendar in coordination with Corporate HR. - Ensure completion of mandatory statutory, safety and behavioural training. - Support development of supervisors and middle-level managers. - Track training participation and effectiveness. J. HR MIS & Analytics Prepare and review regular HR MIS covering: - Plant manpower - Department-wise manpower - Permanent vs. contract manpower - Attendance - Absenteeism - Overtime - Attrition - Recruitment status - Vacancy status - Employee cost - Contractor manpower - Contractor compliance - Training - Grievances - Disciplinary cases - F&F status - Statutory compliance - HR audit observations Provide meaningful analysis and corrective-action recommendations to the Corporate HR Head and Plant HR. K. HR Audit & Process Governance - Ensure adherence to defined HR SOPs and processes. - Conduct periodic HR process reviews at plant level. - Ensure proper maintenance of employee records and documentation. - Monitor joining, confirmation, transfer, promotion and exit processes. - Ensure timely completion of Full & Final settlements. - Coordinate internal and external HR audits. - Ensure timely closure of audit observations. - Identify opportunities for HR process improvement and automation. 3. Key Performance Indicators / KPIs KPI Area | Key Deliverable | Manpower Availability | Critical manpower positions filled within approved TAT | Manpower Productivity | Optimum utilization of manpower | Recruitment | Positions closed within agreed recruitment TAT | Absenteeism | Maintain absenteeism within approved target | Overtime | OT maintained within approved limits | Industrial Relations | Stable and healthy employee relations | Contractor Compliance | 100% compliance as per company requirements | Statutory Compliance | Zero major statutory non-compliance | Payroll | Accurate and timely payroll inputs | F&F | F&F processed within defined TAT | Employee Grievance | Timely resolution of grievances | PMS | 100% timely completion of PMS activities | Training | Achievement of approved training plan | HR Audit | Timely closure of audit observations | Employee Engagement | Improvement in employee engagement/employee connect | Attrition | Attrition maintained within approved target | 4. Candidate Profile Essential Experience - Minimum 4–6 years of hands-on Plant HR experience . - Strong experience in manufacturing/engineering/automotive/steel/metal/auto-component industry. - Experience managing workmen, staff and contract manpower . - Strong Industrial Relations and employee relations exposure. - Good knowledge of labour laws and statutory compliance. - Experience in managing shop-floor HR operations. - Experience working with Plant Head/Operations leadership. - Experience in HR MIS, dashboards and HR analytics. 5. Required Competencies - Strong Industrial Relations capability - Labour-law knowledge - Shop-floor orientation - Leadership and people management - Employee grievance handling - Conflict management - Negotiation skills - Problem-solving ability - Decision-making capability - Strong communication skills - Data-driven approach - Stakeholder management - Business understanding - High level of discipline and execution orientation 6. Systems & Technical Skills The candidate should preferably have exposure to: - SAP HR / HRIS - Attendance & Time Office systems - Payroll systems - Advanced Excel / MIS - HR dashboards - Recruitment systems - Digital employee records - Contractor compliance systems 7. Leadership & Succession Expectation The selected candidate will initially work closely with the Corporate HR Head and existing Plant HR leadership to understand the plant's business, workforce, HR processes, employee relations and operating environment. Over time, the candidate is expected to demonstrate the capability to independently manage the complete Plant HR function. The candidate should therefore demonstrate: - Leadership maturity - Strong plant-level decision-making capability - Ability to independently handle employee and management issues - Strong Industrial Relations capability - Business and commercial understanding - Ability to lead the HR team - Ability to represent HR before Plant Management 8. Ideal Candidate Profile The ideal candidate is a strong Plant HR professional who has grown through hands-on shop-floor experience and can independently manage HR Operations, Industrial Relations, Contract Labour, Compliance and Employee Relations.