HR Generalist - Manufacturing Firm (10-14 yrs)

Qualifications & Experience:

- Bachelor or Masters degree in Human Resources, Business Administration, or a related field.

- 10+ years of experience in HR, with a minimum of 5 years in a manufacturing or plant environment.

- Proven track record as an HR Business Partner or similar role, working closely with senior leadership.

- Strong knowledge of HR best practices, labor laws, and compliance regulations in a manufacturing setup.

- Excellent leadership, communication, and interpersonal skills.

- Experience in driving employee engagement, talent management, and HR operations in a dynamic environment.

- Ability to handle multiple priorities, work under pressure, and solve complex problems effectively.

Skills:

- Strategic thinking with a hands-on approach to HR operations.

- Strong analytical skills with the ability to use data for decision-making.

- Proficiency in HR software and tools.

- Conflict resolution and relationship management skills development.

Key Responsibilities:

HR Strategy & Business Partnership:

- Collaborate with the plant's leadership team to align HR strategies with business goals.

- Provide expert HR guidance and support to leadership on employee relations, performance management, and talent development.

- Identify HR initiatives to enhance productivity and support plant growth.

Manpower Management:

- Oversee the recruitment, selection, and onboarding of employees to ensure optimal staffing levels.

- Develop workforce planning strategies to meet production requirements and control labor costs.

- Manage employee lifecycle processes, including retention, succession planning, and talent management.

Employee Engagement & Development:

- Drive employee engagement programs that enhance morale, increase retention, and build a strong plant culture.

- Design and implement training and development programs to upskill employees and support career growth.

- Foster a positive work environment by ensuring consistent communication and feedback mechanisms.

Day-to-Day HR Operations:

- Handle HR compliance, labor laws, and regulations to ensure the plant's adherence to all statutory requirements.

- Oversee payroll, attendance, and leave management systems.

- Manage and resolve complex employee relations issues, grievances, and disciplinary actions.

Performance Management:

- Implement robust performance management systems to drive accountability and continuous improvement.

- Ensure performance appraisals are conducted timely and fairly, identifying areas for development and recognizing achievements.

Health, Safety & Welfare:

- Partner with the health and safety teams to ensure the well-being of employees and compliance with safety standards.

- Promote a culture of safety and wellbeing through proactive health and welfare initiatives.

Change Management & Continuous Improvement:

- Lead change management efforts during organizational restructuring, process improvements, or policy updates.

- Actively contribute to continuous improvement initiatives within the HR function and plant operations.