: Manager - Human Resources (LMEL Unit 1)

Position Title: Manager - Human Resources

Business Unit / Location: LMEL - Unit 1 ( Ghugus, Chandrapur, Maharashtra)

Reports To: AGM- HR

Department: Human Resources

1.

Position

Summary The Manager - HR for LMEL Unit 1 will serve as a strategic HR Business Partner (HRBP) and functional operational lead for the manufacturing unit. This role is responsible for driving the overall talent strategy, managing end-to-end Talent Pipelines, executing robust Performance Management Systems (PMS), and maintaining harmonious Employee & Industrial Relations. The incumbent will align human capital strategies with plant productivity, compliance, organizational development, and business objectives.

2. Key Responsibilities

A. HR Business Partnering (HRBP) & Strategy

- Partner closely with Unit leadership and functional heads to understand business goals and align HR solutions with operational strategies.
- Function as a trusted advisor to management and employees on workplace policies, organizational structures, and workforce planning.
- Analyze key HR metrics (turnover rates, productivity, cost per hire, engagement scores) to drive data-informed decisions and strategic improvements.
- Lead change management initiatives, organizational restructuring, and culture transformation projects across Unit 1.

B. Talent Pipeline Management & Workforce Planning

- Design and execute strategic workforce planning and headcount budgeting for Unit 1 across technical, managerial, and operational roles.
- Build and nurture robust talent pipelines for critical roles through proactive sourcing, campus placements, referral programs, and industry networking.
- Manage end-to-end recruitment life cycles, ensuring optimized time-to-fill, cost-to-hire,



and high candidate quality.
- Oversee structured onboarding and induction programs to ensure seamless integration and rapid time-to-productivity for new hires.
- Establish succession planning initiatives for key technical and leadership positions within the unit.

C. Performance Management System (PMS)

- Drive the annual and mid-year Performance Management System cycles across all departments in Unit 1.
- Guide and train line managers on setting SMART goals, Key Performance Indicators (KPIs), and Key Result Areas (KRAs).
- Facilitate objective calibration sessions to ensure fairness, consistency, and alignment across operational divisions.
- Manage Performance Improvement Plans (PIPs) for underperforming employees with structured mentoring, feedback, and tracking mechanisms.
- Align performance outcomes with rewards, recognition, merit increments, and career progression frameworks.

D. Employee Relations (ER) & Industrial Climate

- Maintain a positive, productive, and harmonious workplace environment by proactively addressing employee concerns and grievances.
- Conduct internal workplace investigations in compliance with company policies, labor laws, and ethical standards.
- Ensure strict compliance with local, state, and central labor laws, statutory regulations, and safety codes applicable to Unit 1.




- Design and drive targeted employee engagement initiatives, recognition programs, and wellness activities to enhance retention and morale.
- Serve as a bridge between shop-floor staff, staff employees, and senior leadership to foster open communication and transparent workplace culture.

3. Key Performance Indicators (KPIs)

Focus Area

Key Metric

Target / Objective

Talent Acquisition

Time-to-Fill & Offer Acceptance Rate

Fill critical positions within target SLAs with >85% acceptance rate.

Performance Management

PMS Completion & Goal Alignment

100% timely goal setting and evaluation completion across Unit 1.

Employee Retention

Attrition Rate & Early Attrition

Maintain unit attrition rate below predefined industry benchmark.

Employee Relations

Grievance Resolution SLA

> 90% of formal grievances resolved within statutory/internal timelines.

Compliance Audit & Legal Compliance Score

100% adherence to labor laws and internal compliance standards.

4. Profile & Qualification Requirements

- Education: MBA / Post Graduate Diploma in Human Resource Management or Industrial Relations.
- Experience: 8 to 14 years of core HR experience, preferably in plant/manufacturing or industrial operations environments.
- Technical Competencies:
- In-depth knowledge of PMS frameworks (OKRs, KPIs, 360-degree feedback).
- Robust understanding of labor laws, statutory compliance, and ER practices.
- Proficiency in HRIS platform management, ATS software, and HR analytics.
- Behavioral Competencies:
- Strong strategic thinking and business acumen.
- Exceptional interpersonal, negotiation, and conflict-resolution skills.
- Demonstrated capability in stake-holder management and empathetic leadership.

📌 Manager Hrbp (Chandrapur)
🏢 Lloyds Metals u0026 Energy
📍 Chandrapur