Role & responsibilities

Deputy Manager / Manager Strategic HR (Generalist)

Location: Manesar, Haryana

Department: Human Resources

Reporting To: Head HR / Plant HR Head

Position Purpose The incumbent will act as a Strategic HR Business Partner and play a pivotal role in aligning people strategy with business objectives. The role will be responsible for driving end-to-end HR Generalist activities including manpower planning, talent acquisition, organizational development, performance management, employee engagement, succession planning, HR analytics, and change management.

The position will have a strong focus on supporting Greenfield Projects, plant setup initiatives, workforce ramp-up, and organizational capability building to ensure business growth and operational excellence.

Key Responsibilities

1. Strategic HR Business Partnering

- Partner with Business Heads and Functional Leaders to align HR strategies with business objectives.
- Translate business plans into people strategies and workforce plans.
- Drive organization effectiveness, productivity improvement, and workforce optimization initiatives.
- Participate in leadership reviews and strategic business planning discussions.
- Implement HR interventions to support business growth and operational excellence.

1. Talent Acquisition & Workforce Planning

- Develop annual manpower plans and recruitment strategies.
- Drive hiring for leadership, middle-management, technical, and specialist positions.
- Build talent pipelines through consultants, referrals, direct sourcing, and campus hiring.
- Monitor recruitment KPIs such as Time-to-Fill, Cost-per-Hire, Offer-to-Join Ratio, and Quality of Hire.
- Ensure closure of critical positions within agreed timelines.

1. Greenfield Project HR Management

- Lead end-to-end HR activities for Greenfield Manufacturing Projects including plant setup and commissioning phases.
- Develop manpower ramp-up plans aligned with project timelines.
- Design organizational structures and workforce deployment models for current facilities.
- Lead mass hiring initiatives for shop-floor, technical,



and managerial positions.
- Collaborate with Project, Engineering, Production, Maintenance, PPC, Purchase, and Quality teams to ensure manpower readiness.
- Establish HR systems, policies, SOPs, onboarding processes, performance frameworks, and employee engagement initiatives for newly commissioned plants.
- Support localization plans and workforce transition during project implementation.
- Monitor project hiring milestones and provide periodic manpower readiness reports to management.
- Coordinate with consultants, educational institutes, contractors, and government agencies for workforce mobilization.
- Ensure smooth stabilization of plant operations through effective manpower deployment and retention strategies.

1. Performance Management System (PMS)

- Manage the complete performance management cycle including goal setting, review processes, and annual appraisals.
- Facilitate KRA/KPI alignment across departments.
- Conduct performance calibration exercises and talent review discussions.
- Drive Performance Improvement Plans (PIPs) where required.
- Improve performance culture through continuous feedback mechanisms.

1. Organization Development & Talent Management

- Design and implement talent management frameworks.
- Drive succession planning for key and critical positions.
- Identify high-potential employees and support leadership pipeline development.
- Develop Individual Development Plans (IDPs) for future leaders.
- Conduct annual talent review and capability assessment exercises.

1. Learning & Development

- Conduct Training Need Identification (TNI) based on organizational requirements.
- Develop competency-based training programs.
- Drive technical, behavioral,



leadership, and functional development initiatives.
- Support implementation of Skill Matrix, DOJO activities, and competency enhancement programs.
- Monitor training effectiveness and return on investment (ROI).

1. Employee Engagement & Culture Building

- Develop and execute employee engagement initiatives across the organization.
- Conduct employee satisfaction and engagement surveys.
- Drive recognition and reward programs.
- Promote a positive work culture aligned with organizational values.
- Handle employee grievances and conflict-resolution initiatives.

1. Employee Relations & Industrial Relations

- Maintain harmonious employee relations within the organization.
- Support disciplinary actions and grievance management processes.
- Ensure compliance with labor laws and statutory regulations.
- Assist in handling employee disputes and investigations.
- Coordinate with legal and compliance teams when required.

1. HR Analytics & MIS

- Develop HR dashboards and analytics reports for management review.
- Analyze manpower trends, attrition, absenteeism, hiring effectiveness, and productivity data.
- Generate actionable insights to support strategic decision-making.
- Present monthly and quarterly HR performance reports to leadership teams.

1. Compensation & Benefits

- Support CTC benchmarking and compensation structure reviews.
- Participate in annual salary revision and performance-linked compensation exercises.
- Monitor internal parity and market competitiveness.
- Ensure manpower costs remain within approved budgets.

1. Policy Development & HR Governance

- Review and implement HR policies and procedures.
- Ensure organizational compliance with applicable labor laws.
- Participate in HR audits and certification requirements.
- Drive standardization and continuous improvement of HR processes.

Education
- MBA / PGDM in Human Resources from a reputed institute.
- Certification in HR Analytics, Talent Management, OD, or Labor Laws will be an added advantage.

📌 Strategic HR (Generalist) _ NTF Group_ Manesar (Gurugram)
🏢 NTF Group
📍 Gurugram