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 setting.
- 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.

📌 TL - Plant HR (Chennai)
🏢 Saint-Gobain
📍 Chennai