Position Overview
The Assistant Manager – HR will be based at the rice manufacturing plant and act as a hands-on partner to Plant Head
– HR, with ownership of Talent Acquisition and Succession Planning for the plant's blue-collar and white-collar
workforce, alongside the full plant HR charter — Learning & Development, Workplace, Health & Safety (EHS), Legal
& Statutory Compliance, Performance Management, Payroll & HR Operations, Employee Relations, and People
Belonging/Culture. The incumbent will build people processes that support plant operations, ensure a compliant and
safe workplace, and develop organizational capability across shifts and employee categories.
Talent Acquisition, Manpower Hiring & Succession Planning
Recruitment Strategy & Workforce Planning
• Own end-to-end talent acquisition for the plant, acting as the primary driver of hiring strategy, execution, and
quality of hire across blue-collar and white-collar categories.
• Define role requirements, job descriptions, and competency/skill profiles in collaboration with hiring managers
and department heads.
• Build and continuously refine the recruitment strategy — build vs. buy, lateral vs. campus, contract vs.
permanent — based on role criticality and market availability.
• Own manpower planning and budgeting in partnership with department/plant heads — headcount forecasting,
sanctioned strength vs. actual, and seasonal/peak-season hiring for plant operations.
• Forecast hiring needs against attrition trends, business growth, and seasonal/plant workforce requirements.
• Drive role-based/skill-based hiring — define competency and skill benchmarks for each role and assess
candidates against specific job requirements rather than pedigree alone.
Sourcing, Selection & Offer Management
• Build and manage multi-channel sourcing: job portals, LinkedIn and social/professional networks, recruitment
consultants/RPO partners, campus placements, employee referral programs, and walk-ins for plant/blue-collar
hiring.
• Drive sourcing and closure for blue-collar hiring through local networks, ITIs, contractors/manpower vendors,
and walk-ins, and for white-collar roles through portals, referrals, and consultants.
• Develop and maintain a talent pipeline and pool for critical, niche, and recurring roles to reduce time-to-fill.
• Negotiate and manage relationships with recruitment agencies and consultants, including empanelment, fee
structures, and SLA/performance tracking.

• Drive campus engagement and internship-to-hire programs where applicable.
• Screen, shortlist, and coordinate interview panels; conduct HR/behavioural interviews and support
technical/functional evaluation with hiring managers.
• Manage assessment tools, reference checks, and background verification processes.
• Own salary benchmarking, compensation structuring, and offer negotiation to ensure competitive, equitable
offers.
• Ensure a solid candidate experience through timely communication, structured interview processes, and
professional offer/rejection handling.
Succession Planning
• Design succession planning frameworks for critical/leadership roles at the plant; identify and develop high-
potential talent through talent reviews and 9-box assessments.
• Lead succession planning for critical blue- and white-collar plant roles — identify successors for key
operator/supervisory positions and build readiness through job rotation and cross-training.
• Maintain a live manpower and succession tracker for the plant, and report hiring/succession status to Plant Head
– HR and Head – HR.
Employer Branding, Onboarding & Recruitment Governance
• Strengthen employer branding through careers page content, social media presence, and participation in job
fairs/industry forums.
• Design and drive structured onboarding, induction, and buddy programs to ensure smooth new-hire integration
and early engagement.
• Own the joining formalities process — documentation, background checks, pre-boarding communication, and
first-90-days experience.
• Track and report recruitment metrics: time-to-fill, cost-per-hire,



source effectiveness, offer-to-joining ratio, panel
effectiveness, and early attrition of new joiners.
• Manage recruitment budget, vendor invoices, and consultant payouts within approved limits.
• Maintain the applicant tracking system in HRIS and ensure a compliant, auditable recruitment process.
• Present periodic hiring dashboards and pipeline status to Head – HR; flag risks on critical/aging openings.
HR Business Partnering (Plant)
• Act as the primary HR point of contact and strategic partner to plant leadership, translating business priorities
into people plans and organizational interventions.
• Partner with department heads on organization design, role structuring, and workforce planning aligned to plant
capacity and production plans.
• Provide data-backed HR insights — headcount, attrition, cost-to-company, productivity linkages — to support
plant-level business decisions.
• Drive change management for new initiatives, restructuring, shift/process changes, and automation rollouts,
ensuring smooth people transitions.
• Build HR capability at the plant by coaching supervisors and managers on people practices, employee handling,
and HR policy application.

Learning & Development
• Conduct training needs identification across departments and shifts, in coordination with functional/plant heads.
• Design and drive the annual training calendar — functional/technical, behavioural, leadership, and
statutory/mandatory training (safety, GMP, POSH, quality, etc.).
• Own the induction and onboarding training plan for every new hire; track completion of plant-specific and role-
based training.
• Maintain training records and ensure closure of mandatory/statutory training compliance for all employee
categories.
• Own the plant training calendar end-to-end and share regular compliance and completion status with Plant Head
– HR.
Environment, Health & Safety (EHS)
• Partner with the Safety/EHS team to drive a zero-harm culture across the plant — safe work practices, PPE
compliance, and hazard reporting.
• Support incident/accident investigation, root cause analysis, and corrective/preventive action (CAPA) from an HR
and people standpoint.
• Coordinate statutory safety training, mock drills, and health check-ups (occupational health, periodic medical
examinations) for employees and contract workforce.
• Track EHS compliance status, near-miss reporting, and safety KPIs; support audits (ISO 45001, factory safety
inspections, and customer/certification audits).
• Drive employee welfare initiatives — canteen, rest rooms, drinking water, sanitation, and other statutory welfare
provisions under the Factories Act.
Legal & Statutory Compliance
• Ensure full plant-level compliance with applicable labour laws — Factories Act, PF, ESI, Bonus, Gratuity, POSH,
Contract Labour (Regulation & Abolition) Act, Minimum Wages Act, and other central/state statutes.
• Maintain statutory registers, licenses, filings, returns, and renewals; liaise with the labour department, factory
inspectors, and other government authorities.
• Own POSH compliance — Internal Committee (IC) constitution, awareness training, and case handling.
• Manage contract labour/vendor compliance, including licensing, documentation, and periodic audits of
contractor workforce records.
• Handle disciplinary processes, domestic enquiries, show-cause notices, and separations in line with legal
requirements; coordinate with legal counsel on disputes and regulatory updates.
Performance Management
• Drive the end-to-end performance management cycle — goal-setting, mid-year reviews, annual appraisals, and
calibration, across staff and workmen categories.




• Partner with department heads to ensure timely, quality performance conversations and fair, consistent ratings.
• Support the linkage of performance outcomes to increments, promotions, and rewards; track completion rates
and flag gaps.
• Facilitate performance improvement plans (PIPs) for underperformers and coach managers on effective
feedback and documentation.

Payroll & HR Operations
• Own accurate and timely payroll inputs — attendance, leave, overtime, shift allowances, and statutory
deductions — in coordination with the payroll/finance team.
• Ensure timely disbursement of salary, PF, ESI, bonus, gratuity, and full & final settlements for all employee
categories.
• Maintain HRIS data — employee master data, attendance records, and leave balances.
• Manage the joining-to-exit employee lifecycle documentation, including offer letters, confirmation, transfers,
and separation formalities in HRIS.
Employee Relations
• Act as the first point of contact for employee grievances across staff, workmen, and contract workforce; ensure
fair and timely resolution.
• Build and maintain a positive relationship with workmen representatives/unions (where applicable), and support
harmonious industrial relations.
• Conduct regular floor visits, shift meetings, and one-on-ones to stay connected with ground-level sentiment and
pre-empt issues.
• Support disciplinary and conflict-resolution processes with fairness, consistency, and adherence to natural justice
principles.
People Belonging, Culture & Engagement
• Drive initiatives that build a sense of belonging and inclusion across the workforce, including workmen and
contract employees.
• Plan and execute engagement calendars — festivals, town halls, recognition programs, and employee welfare
events.
• Run engagement surveys/pulse checks, analyze feedback, and drive action plans in partnership with leadership.
• Champion the employer brand and culture at the plant, ensuring consistency with organizational values and
people philosophy.
Required Skills & Experience
• End-to-end talent acquisition — sourcing, stakeholder management, offer negotiation, and employer branding.
• Proven experience leading end-to-end manpower hiring and succession planning for both blue-collar and white-
collar workforce, including in a plant/factory setup.
• HRIS proficiency and recruitment analytics (time-to-fill, cost-per-hire, source mix).
• End-to-end HR generalist/HRBP experience, with exposure to a manufacturing or plant environment (rice/food
processing, FMCG, or agri-commodities preferred).
• Strong working knowledge of labour law and statutory compliance (Factories Act, PF, ESI, POSH, Contract Labour
Act, Minimum Wages Act, etc.).
• Hands-on experience with EHS coordination and safety compliance in a factory/plant setting.
• Proven experience managing performance management cycles and payroll/HR operations for a blue-collar and
staff workforce.
• Strong employee relations skills, including grievance handling and, where applicable, union/workmen
engagement.
• Experience designing and driving L&D; programs, including statutory and safety training.

• 5–10 years of progressive HR experience in a manufacturing/plant environment, with demonstrated ownership
of end-to-end talent acquisition and direct exposure to a unionized/blue-collar, multi-shift plant workforce.
Preferred Qualifications
• MBA / PGDM in Human Resources, or equivalent postgraduate degree in HR/Industrial Relations/Labour Law.
• Certification in Talent Acquisition, Labour Law, POSH, EHS/ISO 45001, or HR Analytics is an advantage.
• Hands-on recruitment expertise — capable of independently driving high-volume and niche hiring, building
sourcing pipelines, and managing stakeholders under tight timelines.
• A hands-on, ground-connected HR professional comfortable spending significant time on the shop floor and
across shifts.
• Maturity to independently handle sensitive employee, safety, and compliance matters while influencing business
leaders and partnering closely with plant leadership.

📌 Assistant Manager - HR (Kurukshetra)
🏢 Majestic Basmati Rice
📍 Kurukshetra