Factory HR Manager

Job Description

Position Title: HR Manager - Factory

Function: Human Resource

Internal

Key Stakeholders:

• Factory Manager
• Quality Control Manager
• Finance & Commercial Manager
• Engineering/ Maintenance Manager
• Replenishment Manager
• Union
• Purchase
• Quality
• Finance
• IR officer
• HR Officer
• RHRM
• RMH
• ER Head
• Head HRBP
• HRBP
• Head Legal
• VP HR
  
  

External

• Labor Commissioner & labor Department
• Inspectorate of factories
• Statutory bodies like courts and tribunals
• Suppliers/ Vendors
• Counselors & Advocates
• Environmental Agencies
  
  

Educational Qualification: Post Graduate with Specialization in Human Resources Management

Experience: At least 8-10 years of experience in a manufacturing set up with exposure to IR, Factory Management, Contract Labor Management, Organizational development , Recruitment , Assessment and development of employees at various levels, VRS implementations and conceptualization, Wage settlements.

Managing interfaces with the Factory Stakeholders

Fluency in Tamil(Spoken & Written) is mandatory to effectively communicate with the workforce and handle HR activities

Desired Competencies

• Knowledge of Industrial relations and Labour laws,
• Contract Labor Management,
• Negotiation Skills,
• Networking
  
  

Key Responsibilities

• HR Projects/ Program Delivery
  
  

Provide human resource services and support to factory, Partner with functions at the factory to understand and provide appropriate HR & IR solutions; Represent regional business point of view during policy and program formulation; Act as primary point of contact between factory and region/ EO. Interpret and implement policies and procedures in a consistent manner to ensure compliance with all appropriate local laws and regulations; oversee implementation of new HR & IR programs and practices.

• Manage Industrial Relations
  
  

Monitor various compliance needs on a monthly basis , provide instructions to the team based

Contribute to conceptual direction to be taken and next steps, make proposals for approval by the corporate HR team. Anticipate HR/IR issues at the factory level & provide solution to that in consultation with factory manager & ER Head. Negotiate with unions, minute and conclude the agreed points, prepare the draft agreement; Discuss with the advocates on the draft agreement and third party in case of conciliation, participate in the conciliation meetings, sign the settlement; collate and analyze the near by industries unionized salary trends in order to maintain healthy industrial relations at the factory level

• Manage Talent
  
  

Recruitment and Induction: Participate in the panel for recruitment at Worker, Officer and Managerial levels. Coordinate the organization of induction program to employees.

Contract Labor Management: Identify & appoint the contractor for supplying the contract labor. Oversee the requirement of the day - to day manpower. Ensure compliances with regards to contract labor under the labor laws

Productivity Management: Develop the productivity enhancing incentive scheme for workers and implement the same in consultation with Factory Manager & workers union

Performance Management : Facilitate and follow up for KRA setting for the review year, review all KRA's and check for alignment with functional KRAs, communicate to functional heads, initiate the assessment process at factory Level, Compile BAT for managers in the factory; review of the BAT forms for officers based on the criteria set out, identify potential through joint evaluation by the functional Head and HR, monitor and follow up on Pre Bat discussions, consolidate ratings as per the guidelines on PMS and communicate the same to RHRM; verify and sign of personal action form.

Separation : Formulate draft VRS (Schemes) based on research, discuss with the Legal advisors and seek approval from corporate HR, discuss with the union for their buy in, plan the implementation of the scheme including communication to the various stake holders. Conduct exit interviews meetings in case of resignations,

Coordinate with Functional Managers on issues, training and development needs of the factory, coordinate and provide for systems and behavioral training. Maintain employee’s relations in order to effectively manage the talent pipeline at the factory.

• Manage Compensation & Benefits
  
  

Collect and consolidate data and send to RHRM for payroll processing, carry out salary fitments as per our BIL's salary Structure after collecting resume and compensation details of candidate, study industry trends and analyse current salary structure to prepare and recommend alternate salary/ wages proposals in order to manage compensation and benefits for the factory.

Provide input to corporate HR on the BAT scores and check accuracy of computations to review compensation and benefits periodically, sign and check letters of increment, compare for internal parity to propose salary for the new candidatures.

• Review and Reporting
  
  

Participate in Factory Review & Cost Control Meetings. Review manpower requirement for the factory on daily basis. Monitor absenteeism of the workmen. Review the IR heat map on a quarterly basis. Review contract labor management system and compliance on regular basis and report the same to Factory Manager, RHRM & ER Head. Review & monitor the Legal court cases pending before the various courts. Monitor a monthly basis department KRAs, discuss with each member of the work group to review progress on the yearly KRAs and document progress. Review various documents like compliance report, legal cases and reports, IR log, HR MIS and the learning calendar in order to ensure timely and accurate reporting of information for decision making or compliance.

• Other Responsibilities
  
  

Internal Audit: Participate in meetings between Auditor and Auditee/ closing meetings and formulate responses with the management action planning.

Manpower Planning: Discuss manpower numbers with the respective sectional/ functional heads for manpower planning for the subsequent business year.

Policy Making: Advise Factory Manager & RHRM on managing IR and the HR issues at Factory Level

Liasoning: Interact with other industry peers , liase with local bodies & government authorities