Job Description – HR Manager / Senior HR Manager Position: HR Manager / Senior HR Manager
Experience: 8–12 Years
Function: Human Resources
Employment Type: Full-Time Position Summary We are looking for an experienced and dynamic HR Manager / Senior HR Manager with 8–12 years of progressive experience across Plant HR and Corporate HR / Strategic HR. The ideal candidate should have strong hands-on experience in managing plant-level HR operations along with the ability to contribute to and drive broader corporate HR initiatives. The candidate will be responsible for ensuring effective people management, employee engagement, industrial relations, compliance, talent management, performance management, and HR strategy aligned with business objectives. The role requires a hands-on, business-oriented HR qualified who can effectively partner with plant leadership as well as corporate and senior management. Key Responsibilities 1. Plant HR Management Lead end-to-end HR operations for the plant/site. Partner with plant leadership to address manpower, productivity, employee engagement, and people-related matters. Manage workforce planning and manpower deployment in line with production and business requirements. Handle employee grievances and ensure timely resolution. Drive employee engagement initiatives and maintain a positive work environment. Monitor attendance, absenteeism, attrition, overtime, and workforce productivity. Ensure effective onboarding, induction, and employee integration. Develop and maintain strong relationships with employees across different levels. 2. Industrial Relations & Employee Relations Manage employee relations and industrial relations activities at the plant. Handle workforce-related issues, disciplinary matters, grievances, and conflict resolution. Coordinate with worker representatives, unions, and other employee forums where applicable. Ensure compliance with company policies and applicable labour laws. Support management during employee negotiations and workforce-related discussions. Maintain a healthy and productive work environment. 3. HR Compliance & Statutory Requirements Ensure compliance with applicable labour laws, statutory regulations, and company policies. Oversee statutory compliance related to PF, ESIC, gratuity, bonus, wages, labour welfare, contract labour, etc. Maintain statutory registers, records, documentation, and required reports. Coordinate with internal and external auditors/consultants for HR and labour compliance. Ensure compliance with HR policies and processes across the plant. 4. Talent Acquisition & Manpower Planning Partner with business and plant leadership to understand current and future manpower requirements. Lead recruitment for plant and corporate positions as required.



Develop manpower plans and hiring strategies aligned with business requirements. Ensure timely closure of critical positions. Build talent pipelines for key technical, managerial, and leadership positions. Drive effective onboarding and retention of critical talent. 5. Performance Management Drive the annual performance management process. Coordinate goal setting, performance reviews, appraisal cycles, and performance improvement plans. Partner with managers to ensure effective performance evaluation. Identify high performers and critical talent for development and succession planning. Support business leaders in addressing performance-related issues. 6. Learning & Development Identify training and development requirements across plant and corporate teams. Coordinate technical, behavioural, leadership, and functional training programs. Develop annual training calendars in coordination with business stakeholders. Monitor training effectiveness and employee development outcomes. Support leadership development and succession planning initiatives. 7. Employee Engagement & Culture Design and implement employee engagement initiatives. Conduct employee engagement surveys and identify areas for improvement. Organize employee welfare and engagement activities. Develop initiatives to improve employee morale, retention, and workplace culture. Promote a culture of accountability, collaboration, safety, and continuous improvement. 8. Corporate / Strategic HR Partner with senior management on strategic HR initiatives. Align HR strategies with overall business objectives. Provide HR insights and recommendations to leadership based on workforce data and business requirements. Drive HR process improvement and standardization across functions/sites. Support organization restructuring, expansion, transformation, and change management initiatives. Develop and implement HR policies, processes, and frameworks. Contribute to organization development and culture-building initiatives. 9. HR Analytics & MIS Prepare and monitor HR dashboards and management reports. Track key HR metrics such as: Headcount Attrition Absenteeism Manpower cost Recruitment TAT Employee engagement Training effectiveness Productivity Provide data-driven insights to management for decision-making. Ensure accuracy and timely submission of HR MIS. 10.



Compensation & Benefits Support salary benchmarking and compensation planning. Participate in annual increment and promotion processes. Ensure effective implementation of compensation and benefits policies. Coordinate with payroll teams to ensure accurate and timely payroll processing. Address employee queries related to compensation and benefits. 11. HR Policy & Process Management Develop, review, and implement HR policies and procedures. Ensure consistent implementation of HR practices across plant and corporate functions. Identify gaps in existing HR processes and recommend improvements. Drive automation and digitization of HR processes wherever applicable. 12. Leadership & Stakeholder Management Act as a strategic HR partner to business and functional leaders. Manage and mentor the HR team. Work closely with Plant Head, Functional Heads, Corporate HR, Finance, Administration, and senior management. Handle sensitive and confidential employee matters with professionalism. Provide HR guidance and support to managers on people-related decisions. Required Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field. MBA / PGDM in HR preferred. 8–12 years of progressive HR experience. Strong exposure to both Plant HR and Corporate / Strategic HR. Experience in manufacturing/industrial environments will be preferred. Key Skills & Competencies Plant HR Operations Strategic HR Business Partnering Industrial Relations Employee Relations Labour Law & Statutory Compliance Talent Acquisition Workforce Planning Performance Management Learning & Development Employee Engagement HR Policies & Processes Compensation & Advantages HR Analytics & MIS Change Management Organization Development Leadership & Team Management Stakeholder Management Conflict Resolution Strong Communication & Interpersonal Skills Ideal Candidate Profile The ideal candidate will be a hands-on HR leader who can effectively manage the operational requirements of a plant while also contributing strategically at the corporate level. The candidate should be capable of moving beyond transactional HR and demonstrate experience in business partnering, workforce strategy, employee engagement, industrial relations, talent management, and organizational development. Preferred Candidate Background Candidates from manufacturing, engineering, automotive, chemicals, pharmaceuticals, FMCG, industrial, or other plant-based organizations with robust exposure to both Plant HR and Corporate HR will be preferred. Key screening criteria:
8–12 Years HR Experience | Plant HR | Corporate HR | Strategic HR | Industrial Relations | Employee Relations | Labour Compliance | Talent Management | Performance Management | HRBP | Team Handling

📌 HR Manager / Senior HR Manager (Ahmedabad)
🏢 Easebiz Fintech Solutions
📍 Ahmedabad