HR Manager Operations

Department: Human Resources

Designation: HR Manager – Operations

Location: Plant / Manufacturing Location

Reporting To: Head – Human Resources / CHRO

Experience: 8–12 Years

Industry Preference: Manufacturing / Solar / Engineering / FMCG / Automotive / Large-scale Industrial Setup

Job Purpose The HR Manager – Operations will be responsible for managing end-to-end HR operations at the plant/site, ensuring effective manpower management, employee engagement, statutory compliance, HR processes, discipline, and smooth coordination between employees, business functions, and corporate HR.

Key Responsibilities

1. HR Operations

- Manage day-to-day HR operations for the plant/workforce.
- Ensure effective implementation of HR policies, processes, and procedures.
- Maintain accurate employee records, HR documentation, and personnel files.
- Handle employee lifecycle activities including onboarding, confirmation, transfers, promotions, and separation.
- Drive HRMS/HRIS processes and ensure timely employee data updates.

2. Manpower Planning & Workforce Management

- Coordinate with functional heads for manpower planning and deployment.
- Monitor sanctioned strength, actual manpower, vacancies, and manpower productivity.
- Support recruitment and deployment of permanent, contractual, and outsourced manpower.
- Monitor absenteeism, attrition, overtime, and manpower-related costs.
- Prepare and review periodic manpower MIS and HR dashboards.

3. Employee Relations & Engagement

- Act as the first point of contact for employee-related matters at the plant.
- Address employee grievances and ensure timely resolution.
- Maintain healthy employee relations and support a positive workplace culture.
- Conduct employee engagement initiatives, meetings, town halls, and welfare activities.
- Support disciplinary proceedings and ensure adherence to company policies.

4. Attendance, Leave & Payroll Coordination

- Ensure accurate attendance, shift, leave, and overtime management.
- Coordinate with Payroll/Finance for monthly payroll processing.
- Validate payroll inputs including attendance, incentives, overtime, deductions, and recent joiners/separations.




- Identify and resolve payroll-related employee queries.

5. Statutory Compliance

- Ensure compliance with applicable labour laws and statutory requirements.
- Manage compliance related to PF, ESIC, Bonus, Gratuity, Minimum Wages, Contract Labour, Shops & Establishments/Factories requirements, and other applicable regulations.
- Coordinate statutory inspections, audits, and labour department requirements.
- Ensure proper maintenance of statutory registers, records, notices, and returns.
- Coordinate with contractors and ensure statutory compliance of contract labour.

6. Recruitment & Onboarding

- Coordinate plant-level recruitment requirements with the Talent Acquisition team.
- Support manpower hiring for production, maintenance, quality, engineering, and support functions.
- Conduct HR interviews and support selection processes.
- Ensure smooth joining, documentation, induction, and onboarding of employees.

7. Performance Management & Talent Development

- Coordinate the performance appraisal process for plant employees.
- Ensure timely completion of KRAs, goal setting, reviews, and performance evaluations.
- Identify training and development requirements in coordination with functional heads.
- Support skill development, succession planning, and internal career movement.

8. Training & Capability Building

- Identify training needs based on operational and competency requirements.
- Coordinate technical, behavioural, safety, compliance, and leadership training.
- Maintain training records and monitor training effectiveness.

9. Industrial Relations

- Maintain effective relations with employees, workmen, contractors, and employee representatives.
- Support management in handling industrial relations matters.
- Monitor discipline, grievances, absenteeism, and employee-related operational issues.




- Support negotiations and resolution of workforce-related matters, wherever applicable.

10. HR MIS & Analytics

- Prepare and present HR dashboards and MIS covering:
- Headcount & manpower deployment

- Attrition

- Absenteeism

- Overtime

- Recruitment status

- Payroll inputs

- Training

- Employee engagement

- Statutory compliance
- Provide data-driven HR insights to plant management.

Key Skills & Competencies

- Strong knowledge of HR operations and labour laws.
- Excellent employee relations and grievance-handling skills.
- Strong manpower planning and workforce management capability.
- Good understanding of payroll and statutory compliance.
- Strong communication and interpersonal skills.
- Ability to manage large workforces in a manufacturing environment.
- Good analytical and problem-solving abilities.
- Strong HRMS/HRIS and MS Excel skills.
- Ability to work independently in a fast-paced plant environment.
- Strong stakeholder-management and leadership skills.

Educational Qualification

- MBA/PGDM in Human Resources / Personnel Management preferred.
- Bachelor's degree in any relevant discipline.
- Additional qualification in Labour Laws/IR will be an advantage.

Preferred Experience

- 8–12 years of relevant HR experience, preferably in a manufacturing/industrial environment.
- Experience in handling plant HR operations and large-scale manpower will be preferred.
- Exposure to contract labour management and statutory compliance is essential.
- Experience in a greenfield/brownfield manufacturing setup will be an added advantage.

Key Performance Indicators (KPIs)

- Manpower availability and productivity
- Employee attrition and absenteeism
- Timely payroll processing
- Statutory compliance
- Recruitment turnaround time
- Employee grievance resolution
- Employee engagement
- Training effectiveness
- HR process compliance
- Contract labour compliance
- HR cost optimization

Role Requirements The incumbent should be a hands-on HR professional capable of independently managing plant HR operations, employee relations, compliance, manpower planning, and HR processes while working closely with Plant Leadership and Corporate HR.

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