JOB DESCRIPTION – HR MANAGER.

POSITION DETAILS

Designation: HR Manager

Department: Human Resources & Administration

Reporting To: Managing Director / Director

Location: Pune, Maharashtra

Experience: 8–15 Years

Education: MBA/PGDM – HR / MSW / MHRM or equivalent

Industry Preference: Manufacturing / Engineering / Automotive / Polymer / Industrial Products

2. ROLE OBJECTIVETo lead and manage the complete Human Resources & Administration function with responsibility for manpower planning, recruitment, employee relations, performance management, statutory compliance, payroll coordination, training, employee engagement, discipline and HR systems.

The HR Manager will act as a business partner to management, ensuring the right manpower, productivity, discipline and organizational capability required to achieve business and manufacturing objectives.

- 3. KEY RESPONSIBILITIESA. HR Strategy & Manpower PlanningDevelop HR plans aligned with business and manufacturing requirements.
- Prepare annual manpower budgets and workforce plans.
- Ensure optimum manpower deployment across departments and shifts.
- Control manpower cost, overtime and contract labour.
- Develop manpower productivity and workforce optimization initiatives.

KPIs: Manpower Cost, Manpower Productivity, Overtime %, Workforce Utilization, Manpower Budget Achievement

- B. Recruitment & Talent AcquisitionHandle end-to-end recruitment for technical, supervisory, managerial and support positions.
- Prepare manpower requisitions and recruitment plans.
- Coordinate interviews with HODs and management.
- Ensure timely joining and effective onboarding.
- Build talent pipelines for critical positions.

KPIs: Time to Hire, Position Closure %, Hiring Cost, Joining Ratio, Quality of Hire

- C. Employee Relations & DisciplineMaintain healthy employee relations and positive workplace culture.
- Handle grievances, disciplinary matters and employee concerns.
- Implement company policies, rules and code of conduct.
- Manage absenteeism, attrition and workforce discipline.
- Coordinate with management on employee-related issues.

KPIs: Attrition %, Absenteeism %, Grievance Closure Time, Disciplinary Cases, Employee Relations

- D. Performance ManagementImplement and monitor KRA/KPI-based performance management.
- Coordinate goal setting, performance reviews and appraisal processes.
- Ensure department-wise KPI tracking.
- Identify low performers and prepare improvement plans.
- Develop succession and second-line leadership.

KPIs: Performance Review Completion %, KPI Achievement, PMS Compliance, Internal Promotions, Succession Readiness

- E. Training & DevelopmentIdentify training needs based on skill gaps and business requirements.
- Prepare annual training calendars.




- Coordinate technical, behavioural, safety and leadership training.
- Develop multi-skilled workforce and supervisory capability.
- Measure training effectiveness.

KPIs: Training Hours/Employee, Training Completion %, Skill Matrix Improvement, Training Effectiveness

- F. Payroll, Attendance & HR OperationsEnsure accurate attendance, leave and payroll coordination.
- Monitor shift schedules, overtime and manpower records.
- Maintain employee master data and HR documentation.
- Coordinate with Accounts for payroll inputs and settlements.
- Ensure timely joining, confirmation, transfer and exit formalities.

KPIs: Payroll Accuracy, Attendance Accuracy, Overtime Control, HR Process Compliance, Exit Settlement Timeliness

- G. Statutory ComplianceEnsure compliance with applicable labour laws and statutory requirements.
- Coordinate PF, ESIC, PT, Bonus, Gratuity, Labour Welfare and other applicable compliances.
- Maintain statutory registers, records and documentation.
- Coordinate labour inspections, audits and statutory submissions.
- Ensure compliance of contract labour requirements.

KPIs: Statutory Compliance %, Audit Observations, Compliance Closure, Documentation Accuracy

H. HR MIS & AnalyticsPrepare and present monthly HR MIS covering:

- Total Manpower
- Department-wise Manpower
- Attendance & Absenteeism
- Attrition
- Overtime
- Recruitment Status
- Training
- Labour Cost
- Productivity
- Employee Grievances
- Disciplinary Cases
- Compliance Status

KPIs: MIS Accuracy, Report Timeliness, HR Cost/Employee, Attrition & Absenteeism Trend

- I. HR Policies & Process ImprovementDevelop, review and implement HR policies and SOPs.
- Standardize HR processes across departments.
- Improve employee productivity and engagement.
- Implement HR systems/HRIS and digital processes.
- Drive continuous improvement in HR operations.
- J. Administration & Employee WelfareOversee general administration and employee welfare activities.
- Manage housekeeping, security, canteen, transport and other employee facilities, where applicable.
- Ensure workplace discipline, cleanliness and basic employee facilities.
- Coordinate employee engagement and welfare initiatives.
- K. Management Support & Business PartnershipProvide HR inputs for business and workforce decisions.
- Support management during organizational changes and expansion.




- Advise management on manpower cost, employee relations and compliance risks.
- Participate in management review meetings.
- Develop HR strategy supporting long-term business growth.
- 4. MANAGEMENT SCORECARDAreaKey Success MeasureManpowerOptimum manpower utilizationRecruitmentCritical positions closed on timeProductivityContinuous improvement in output/employeeAttritionControlled and sustainable attritionAbsenteeismContinuous reductionOvertimeOvertime within approved budgetPerformance100% KRA/KPI review completionTrainingAnnual training plan achievementComplianceZero major statutory non-complianceEmployee RelationsTimely grievance & disciplinary closurePayrollAccurate and timely payroll inputsHR CostHR cost within approved budgetEngagementImproved employee engagement & retentionLeadershipStrong second-line and succession pipeline5. REQUIRED EXPERIENCE & PROFILEMandatory8–15 years of progressive HR experience, preferably in manufacturing.
- Strong experience in plant HR / industrial relations.
- Experience handling blue-collar, technical, supervisory and managerial manpower.
- Robust knowledge of recruitment, payroll coordination, performance management and labour compliance.
- Experience in manpower planning and HR cost control.
- Strong employee relations and disciplinary handling experience.
- PreferredExperience in Manufacturing / Automotive / Engineering / Polymer / Industrial Products.
- Experience in multi-shift manufacturing environment.
- Knowledge of HRIS/ERP systems.
- Experience in Lean/TPM/OEE-oriented manufacturing culture.
- Strong exposure to audits and statutory compliance.

6. REQUIRED SKILLSTechnical Skills

- HR Operations & Plant HR
- Manpower Planning
- Recruitment & Talent Acquisition
- Industrial Relations
- Labour Law Compliance
- Performance Management
- Payroll & Attendance
- Training & Development
- HR MIS & Analytics
- HR Policies & SOP
- Employee Engagement
- HRIS/ERP

Leadership Skills

- Strong ownership and accountability
- Decision-making ability
- Problem-solving
- Employee handling & negotiation
- Conflict management
- Business-oriented approach
- Confidentiality and integrity
- Strong communication
- Ability to work with MD/Directors and HODs
- Ability to manage workforce under pressure

7. OVERALL SUCCESS OF HR MANAGER Right Manpower + Right Skill + Right Productivity + Controlled HR Cost + Strong Discipline + Low Attrition + High Employee Engagement + 100% Compliance + Strong Leadership Pipeline

Final AccountabilityHR Manager = Manpower + Recruitment + Productivity + Employee Relations + Compliance + Performance + Training + Payroll Coordination + HR Cost + Administration + Employee Engagement + HR Strategy

📌 HR Manager (Pune)
🏢 Magnaplast Technologies (India) Private
📍 Pune