Sitaram Spinners - General Manager/Head - Plant HR (20-25 yrs)

Job Summary:

The General Manager - HR (Plant HR Head) will play a critical role in designing and implementing a robust HR framework from the ground up, ensuring long-term workforce sustainability, operational efficiency, and cultural transformation.

This role demands a strategic HR leader who can develop policies, systems, and structures to drive efficiency, compliance, and engagement.

The incumbent will be responsible for building a high-performance work culture, resolving systemic workforce issues, and ensuring alignment between HR and business objectives.

The position also involves labour recruitment, retention, compliance, organizational development, and performance management to support the plant's long-term success.

Key Responsibilities:

Strategic HR Framework Development:

- HR Infrastructure: Establish and implement a structured HR framework tailored to the plant's unique challenges, ensuring scalability and sustainability.

- Policy Formulation: Develop, standardize, and implement HR policies, SOPs, and governance models that foster efficiency and workforce alignment.

- Cultural Transformation: Lead change management initiatives to eliminate cultural bottlenecks, enhance collaboration, and embed a performance-driven culture.

- HR Analytics & Decision-Making: Utilize data-driven insights to design and monitor HR strategies, workforce planning, and retention models.

Labour Recruitment, Retention & Workforce Planning:

- Labour Strategy: Develop and execute an end-to-end workforce planning model that ensures a steady pipeline of skilled workers, focusing on proactive talent acquisition strategies.

- Retention & Stability: Implement structured employee retention programs, addressing systemic attrition issues and fostering long-term workforce stability.

- Workforce Mapping: Conduct gap analysis to align manpower availability with production goals, ensuring optimal workforce utilization.

Employee Relations & Organizational Development:

- Structural Interventions: Identify and rectify cultural and systemic issues, introducing frameworks that enhance collaboration and accountability.

- Engagement & Communication: Establish transparent communication channels, ensuring alignment between workforce needs and leadership expectations.

- HR Governance: Develop a structured escalation and resolution framework to address workplace grievances effectively.

HR Compliance, Policies & Industrial Relations:

- Regulatory Adherence: Develop and enforce compliance frameworks ensuring alignment with labour laws, industrial policies, and safety regulations.

- Grievance & Dispute Management: Act as a strategic liaison in labour negotiations and dispute resolution, fostering a harmonious work environment.

- Policy Monitoring: Conduct periodic audits of HR processes and compliance, ensuring consistent adherence to company and statutory guidelines.

Operational HR Efficiency & System Implementation:

- HR Technology & Process Optimization: Deploy and oversee HRMS, payroll systems, attendance tracking, and other digital tools to enhance operational efficiency.

- Data-Driven HR: Establish HR analytics dashboards to track attrition trends, workforce engagement, productivity, and compliance metrics.

- HR Service Delivery Model: Develop SLA-based HR service models to streamline processes and improve HR responsiveness.

Performance Management & Accountability:

- KPI-Driven Performance Culture: Develop key performance indicators (KPIs) for HR and line managers to ensure workforce alignment with business goals.

- Leadership Development: Identify and groom high-potential talent for succession planning, ensuring long-term leadership sustainability.

- Recognition & Rewards: Implement structured recognition programs to drive motivation and retention.

Health, Safety & Well-Being:

- Safety Standards: Establish an HR-driven safety compliance model, ensuring adherence to best-in-class workplace safety practices.

- Well-Being Programs: Introduce holistic employee wellness initiatives, covering financial, mental, and physical well-being.

Qualifications and Skills:

Education:

- Required: Bachelor's degree in Human Resources, Industrial Relations, or related field.

- Preferred: Master's degree in HR, Business Administration, or Organizational Development.

Experience:

- Minimum 20+ years of HR experience, with at least 5 years in a senior leadership role within manufacturing, textiles, or industrial sectors.

- Proven experience in developing HR frameworks, cultural transformation, and systemic issue resolution.

Technical & Leadership Skills:

- Expertise in HR policy formulation, compliance, and industrial relations.

- Proficiency in HR technology, HRMS implementation, and process automation.

- Strong analytical ability to leverage HR data for strategic decision-making.

- Exceptional leadership and stakeholder management skills.

Key Competencies:

- Strategic HR Leadership & Policy Development

- Labour Recruitment, Workforce Planning & Retention

- Industrial Relations & Compliance Management

- Culture Transformation & Change Leadership

- HR Analytics & Digital Transformation

- Performance Management & Talent Development