TL - Plant HR

Role & responsibilities

1. HR Business Partnering

• Partner with business leaders to align HR strategies with organizational goals.
• Partner with business leaders and RPO delivery teams to understand business priorities and workforce requirements.
• Analyze HR metrics and provide actionable insights to improve business performance.
• Facilitate employee engagement initiatives and develop action plans based on employee feedback.
• Identify high-potential talent and support succession planning initiatives.
• Resolve employee grievances and disciplinary matters while ensuring adherence to company policies.
• Ensure compliance with labor laws, company policies, and HR governance standards.
• Foster a positive and inclusive work environment.
• Support diversity, equity, and inclusion initiatives.
• Drive employee recognition and well-being programs.
• Promote a culture of collaboration, accountability, and continuous improvement.

2. Contractor & Contingent Workforce Management

• Manage the end-to-end contractor lifecycle, including onboarding, deployment, extension, transfers, and offboarding.
• Coordinate with staffing partners and vendors to ensure timely fulfillment of contractor requirements.
• Ensure compliance with statutory requirements related to contract labor, including documentation and audits.
• Collaborate with procurement, finance, legal, and business teams for contractor governance.
• Review OSA / Contractor performance through defined KPIs and SLAs and conduct periodic business reviews.
• Maintain contractor records, agreements, compliance documents, and MIS reports.
• Support implementation and enhancement of digital Contractor Management Tools.
• Generate periodic dashboards and MIS reports on contractor headcount, onboarding, attrition, compliance, and contract renewals.
• Analyze workforce data to identify trends and recommend process improvements.
• Ensure data accuracy across HR systems.

3. Talent Management & Employee Relations

• Coach managers on people-related matters and leadership effectiveness.
• Drive performance management processes, including goal setting, performance reviews, and development planning.
• Drive retention strategies and support career development initiatives.
• Handle escalations related to employee and contractor issues professionally and confidentially.
• Ensure fair and consistent application of HR policies and procedures.

4. Training & Development

• Partners with business leaders and HR teams to identify learning and capability gaps.
• Conduct training needs analyses and develop annual learning plans.
• Coordinate onboarding and induction programs for employees.
• Coordinate mandatory compliance, technical, and behavioral training programs.
• Develop learning pathways, competency frameworks, and career development programs.
• Monitor learning effectiveness using feedback, assessments, and business impact metrics.
• Support competency development and employee upskilling initiatives.
• Ensure compliance with mandatory training requirements where applicable.

QUALIFICATIONS / EXPERIENCE REQUIRED:

• Any UG from good academic institute and good aggregate marks. Post-Graduation in MBA or MSW (Must)
• Overall experience of 10 to 12 Years in which relevant manufacturing experience in HR, ER and Contractors Management.