Job Purpose To drive employee relations, workforce management, and people development initiatives across the manufacturing unit by ensuring effective manpower planning, recruitment, onboarding, capability building, employee engagement, grievance handling, shopfloor discipline, and performance management. The role will act as a key HR partner for manufacturing operations, ensuring a productive, engaged, and compliant workforce.

Key Responsibilities:

- Manpower Planning & Recruitment

- Partner with business and production teams to understand manpower requirements.
- Drive manpower planning and workforce optimization initiatives.
- Manage end-to-end recruitment for shopfloor, staff, and contractual manpower.
- Ensure timely closure of vacancies within agreed timelines.
- Build talent pipelines for critical and high-volume positions.
- Coordinate with recruitment agencies, consultants, and training institutes.

- Onboarding & Induction

- Ensure smooth onboarding and joining formalities for new employees.
- Conduct induction and orientation programs for new hires.
- Drive early employee integration into manufacturing operations and company culture.
- Track onboarding effectiveness and employee retention during the initial employment period.

- Learning, Development & Skilling

- Identify behavioral and functional training needs across departments.
- Conduct and coordinate behavioral training programs.
- Implement shopfloor skill development and competency enhancement initiatives.
- Coordinate with department heads for technical and functional skill-building programs.
- Monitor training effectiveness and competency improvement.

- Employee Relations & Grievance Handling

- Act as the first point of contact for employee grievances and workplace concerns.
- Conduct investigations and resolve employee issues in a fair and timely manner.
- Maintain harmonious employee relations across shifts and departments.
- Support disciplinary actions, counseling sessions, and corrective measures.
- Ensure adherence to company policies, standing orders, and code of conduct.





- Shopfloor Management & Workforce Coordination

- Regularly interact with employees and supervisors on the shopfloor.
- Maintain workplace discipline and positive work culture.
- Coordinate with production, maintenance, quality, and other functional teams.
- Monitor absenteeism, employee concerns, and workforce productivity trends.
- Support workforce deployment and shift management initiatives.

- FLM & Floor Management Development

- Strengthen First Line Manager (FLM) capabilities in people management.
- Guide supervisors and line managers in employee handling practices.
- Facilitate leadership development interventions for shopfloor teams.
- Build accountability among FLMs for team engagement and performance.

- Employee Welfare & Engagement

- Plan and execute employee welfare initiatives.
- Drive employee engagement activities, cultural events, reward and recognition programs, and celebration initiatives.
- Monitor employee morale and implement improvement actions.
- Promote a positive and inclusive work setting.

- Communication & Employee Connect

- Conduct regular communication meetings and employee interaction forums.
- Facilitate town halls, skip-level meetings, and leadership connect sessions.
- Ensure effective dissemination of company policies, initiatives, and organizational updates.
- Gather employee feedback and recommend action plans.

- Performance Management

- Support the annual Performance Management System (PMS) cycle.
- Facilitate goal setting, mid-year reviews, and annual appraisals.
- Ensure timely completion of performance evaluation processes.




- Coordinate with department managers for performance improvement plans and development actions.
- Monitor performance trends and support talent development initiatives.

- Compliance & HR Operations

- Ensure compliance with labor laws, statutory requirements, and internal HR policies.
- Maintain employee records, HR documentation, and ER-related MIS.
- Support audits and compliance reviews.
- Generate manpower, attrition, absenteeism, recruitment, and engagement reports.

Key Performance Indicators (KPIs)

- Manpower fulfillment within budget and timelines.
- Recruitment closure ratio.
- Current hire retention rate.
- Training man-hours and effectiveness score.
- Grievance closure turnaround time.
- Reduction in absenteeism and disciplinary cases.
- Employee engagement index.
- Welfare initiative participation rate.
- PMS completion rate.
- Employee turnover and retention metrics.
- Shopfloor productivity and workforce stability.

Qualification:

- MBA/MSW in Human Resources, Industrial Relations, Personnel Management, Labour Welfare, or related discipline.

Experience:

- 8-12 years of experience in Employee Relations, HRBP, Plant HR, or Industrial Relations.
- Experience in Textile Manufacturing, Garment, Process Industry, Spinning, Weaving, Processing, or Apparel Manufacturing preferred.

Competencies Required:

Functional

- Employee Relations
- Manpower Planning
- Recruitment & Talent Acquisition
- Training & Development
- Workforce Management
- Grievance Handling
- Shopfloor HR Management
- Performance Management System (PMS)
- Employee Engagement
- Labor Law Compliance

Behavioral

- Stakeholder Management
- Communication & Influencing Skills
- Conflict Resolution
- Leadership & Team Collaboration
- Problem Solving
- Decision Making
- Employee Counseling
- Change Management

Ideal Candidate Profile: A hands-on Plant HR professional capable of managing end-to-end employee lifecycle activities while maintaining strong employee relations and supporting manufacturing operations in a dynamic textile manufacturing environment.

📌 Deputy Manager - Employee Relations (Textile Manufacturing) (Ahmedabad)
🏢 Arvind
📍 Ahmedabad