Role & responsibilities :

1. HR Business Partnering

- Serve as the strategic HR partner to plant leadership, translating business goals into people priorities.
- Provide advisory support on org design, workforce planning, and people-related decisions.
- Participate in plant leadership forums and contribute an HR perspective to operational planning.
- Coach and develop line managers in people management practices, feedback culture, and team effectiveness.
- Identify people risks and proactively recommend interventions to leadership.

2. Talent Management & Organizational Development

- Lead end-to-end talent acquisition for plant roles, ensuring quality hiring aligned to culture and capability needs.
- Drive structured talent reviews, succession planning, and identification of high-potential employees.
- Design and implement Learning & Development programmes across levels technical, behavioural, and leadership.
- Build internal career pathways and facilitate internal mobility to enhance engagement and retention.
- Anchor the annual performance management cycle goal setting, mid-year reviews, and appraisals.
- Partner with the OD function on capability assessments and competency framework rollouts.

3. People & Culture

- Champion and sustain a positive, inclusive, and high-performance culture at the plant.
- Design and lead employee engagement programmes surveys, townhalls, recognition schemes, and team activities.
- Monitor engagement trends and act on feedback with structured action plans.
- Facilitate skip-level conversations, stay interviews, and pulse checks to maintain a strong feedback loop.
- Lead initiatives that embed organisational values in day-to-day plant behaviours.
- Drive diversity, equity, and inclusion efforts within the plant workforce.

4.



Performance & Rewards

- Administer the performance appraisal process and ensure fairness and consistency across functions.
- Advise on compensation benchmarking, increment recommendations, and incentive structures.
- Collaborate with corporate HR on salary revisions, advantages communication, and rewards programmes.
- Track and address issues of pay equity and role-grade alignment.

5. HR Operations & Compliance

- Oversee day-to-day HR operations: attendance, payroll inputs, HRIS management, and employee records.
- Ensure compliance with applicable labour laws, factory regulations, and statutory requirements.
- Manage grievance redressal processes with empathy and within defined timelines.
- Handle disciplinary matters in line with standing orders and principles of natural justice.
- Liaise with Labour Commissioners and government authorities as required.
- Maintain a non-unionised, harmonious work environment through proactive employee relations.

6. HR Analytics & Reporting

- Track and report key HR metrics: attrition, absenteeism, headcount, hiring TAT, and engagement scores.
- Use people data to identify trends, flag concerns, and recommend evidence-based interventions.
- Prepare monthly HR dashboards for plant leadership and corporate HR review.

Preferred candidate profile

- A people-first HR leader who genuinely believes culture drives performance.
- Someone who is comfortable being on the floor as much as in the boardroom.
- A strong communicator who can build trust with workers, managers, and senior leadership alike.
- A data-informed decision maker who uses insights to shape peoples strategy.
- A collaborative partner — not just an HR administrator — who takes shared ownership of business outcomes.

📌 Assistant General Manager - HR (Talegaon Dabhade)
🏢 Energy In Motion
📍 Talegaon Dabhade