HR Business Partnering:

- Enable and improve business performance by identifying, designing, and executing HR interventions to drive organizational effectiveness.

- Serve as a strategic advisor and HR coach to line managers on HR policies, systems, and leadership practices.

- Support leadership teams in change management initiatives, structural transitions, and functional excellence programs.

- Proactively manage employee relations by facilitating unbiased resolution of concerns, coaching employees, and promoting a transparent, inclusive culture.

Manpower Availability:

- Partner with functional heads to define optimal organizational structures and ensure the right white-collar manpower is planned and deployed effectively.

- Drive workforce planning and manpower budgeting aligned with business objectives and productivity goals.

- Support recruitment and onboarding processes to ensure timely induction of new hires.

Capability Development:

- Assess current and future skill requirements in partnership with functional teams and design targeted learning interventions.

- Drive capability development initiatives to support business imperatives like Productivity, Quality, Cost, Delivery, Safety, and Morale (P-Q-C-D-S-M).

- Monitor training effectiveness and support evaluation of internal/external trainers, particularly in critical functions like Production & Engineering.

Employee Engagement & Culture:

- Champion employee engagement by designing and executing structured initiatives, aligned with organizational values.

- Build strong relationships with plant and corporate stakeholders to collaboratively deliver engagement programs.

- Conduct periodic Employee Engagement Surveys, analyze findings, and partner with leaders to close identified gaps.

- Promote inclusion and collaboration through employee forums, voice channels, and team-building initiatives.

Performance Management:

- Drive the annual performance management cycle, ensuring timely goal setting, mid-year reviews, and final evaluations.

- Facilitate calibration sessions to uphold performance differentiation and meritocracy.

- Guide leaders and employees through performance conversations and development planning.

Health, Safety & Compliance:

- Implement the annual Health & Wellness calendar and collaborate with the Occupational Health Centre (OHC) on preventive health programs.

- Ensure compliance with labour laws and internal policies, including POSH regulations.

- Conduct awareness training on safety, health, and dignity at work, ensuring plant-wide compliance readiness.

Continuous Improvement:

- Encourage and facilitate employee involvement in Kaizens, 5S, Lean, and other continuous improvement programs.

- Work closely with functional teams to address chronic issues through Quality Circle (QC) stories and employee-led innovation.

HR Budget & Cost Management

- Prepare and manage the HR functional budget, ensuring alignment with annual plant targets.

- Monitor spending on HR activities, training, welfare, and engagement initiatives.