HR Head (manufacturing plant exp. only)

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: 20+ years of progressive HR leadership, with at least 5 years specifically managing multi-site plant operations.
• Industry Depth: Direct experience in Steel ,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 Impact

• 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.