Head - Plant HR & Industrial Relations

Role Summary:

The Head Plant HR & Industrial Relations will serve as the single point of accountability for all human resources, industrial relations, statutory compliance, and people practices at the Shikrapur manufacturing facility. The role demands a seasoned HR professional with deep expertise in managing unionised/non-unionised blue-collar workforces in a capital-intensive, high-throughput manufacturing environment.

Key Responsibilities:

Industrial Relations & Labour Management:

- Formulate and implement a proactive IR strategy to maintain industrial peace and prevent disputes at the plant.

- Manage and negotiate wage settlements, long-term wage agreements (LTSAs), and productivity-linked incentive schemes with workers' unions and works committees.

- Handle all disciplinary matters including charge sheets, domestic enquiries, suspension, and termination proceedings in compliance with applicable law.

- Represent the company before Labour Courts, Industrial Tribunals, Conciliation Officers, and other quasi-judicial bodies under the Industrial Disputes Act, Contract Labour Act, and allied statutes.

- Maintain constructive and trust-based relationships with union leadership through structured dialogue, periodic meetings, and grievance redressal mechanisms.

- Monitor and manage contract labour establishments, ensure principal employer compliance, and liaise with Contract Labour Officers.

- Conduct periodic IR risk assessments; develop contingency plans for potential labour unrest, go-slows, or strikes.

- Advise plant management on retrenchment, layoff, closure, and workmen compensation matters in consultation with legal counsel.

Statutory Compliance & Labour Law:

- Ensure full and timely compliance with all applicable Central and State labour legislation including the Factories Act, Industrial Disputes Act, Contract Labour (R&A) Act, Payment of Wages Act, Minimum Wages Act, Maternity Benefit Act, POSH Act, ESI Act, EPF & MP Act, Payment of Bonus Act, and Shops & Establishments Act.

- Maintain all statutory registers, licences, and returns; manage periodic inspections by factory inspectors, ESI/PF authorities, and other enforcement agencies.

- Oversee the Occupational Health Centre (OHC) and ensure compliance with Factories Act provisions on safety, health, and welfare.

- Drive compliance under the Code on Wages, Code on Social Security, Code on Industrial Relations, and Code on Occupational Safety as applicability evolves.

- Ensure POSH compliance constitute Internal Committee (IC), handle complaints, conduct training, and submit annual reports.

Talent Acquisition & Workforce Planning:

- Manage end-to-end recruitment for all plant-level positions operators, technicians, supervisors, engineers, and managerial staff in coordination with corporate HR.

- Drive apprenticeship programmes under the Apprentices Act; manage ITI/diploma apprentice intake, stipend administration, and absorption pipeline.

- Develop and maintain manpower budgets, headcount plans, and staffing norms aligned with production volumes and capacity expansion plans.

- Implement structured onboarding, induction, and probation confirmation processes for all categories of employees.

Performance Management & Learning & Development:

- Roll out the annual Performance Management System (PMS/KRA) across all plant levels; manage goal-setting, mid-year reviews, and annual appraisals.

- Identify training needs through TNI analysis; design and implement functional and behavioural training calendars for plant workforce.

- Drive skill-mapping, multi-skilling, and cross-training initiatives on the shop floor to enhance workforce flexibility and productivity.

- Implement structured technical training in coordination with the Engineering and Quality teams for operator skill development.

- Coordinate with external agencies for safety training, first aid, firefighting certifications, and OHSAS/ISO 45001 compliance training.

Employee Engagement, Welfare & Culture:

- Design and execute employee engagement programmes, rewards & recognition initiatives, and welfare schemes for the plant workforce.

- Administer canteen, transport, uniform, PPE, housing loans, and other employee welfare facilities in line with company policy and statutory requirements.

- Conduct periodic engagement surveys, pulse checks, and skip-level meetings; report insights to senior leadership with action plans.

- Champion a culture of safety, dignity, and inclusivity on the shop floor; drive zero-tolerance policies on harassment and misconduct.

- Plan and organise plant-level events, sports activities, festivals, and CSR programmes in line with Alicon's community engagement commitments.

HR Operations & Systems:

- Oversee payroll inputs, attendance management, leave administration, and shift scheduling for the plant workforce in coordination with the payroll team.

- Maintain accurate and audit-ready employee records, personal files, and HR MIS dashboards for plant leadership review.

- Manage HRIS/ERP data hygiene for all plant-level transactions including joinings, transfers, promotions, and separations.

- Handle exit management clearance, F&F settlements, gratuity, PF transfer/withdrawal, and relieving documentation.

- Prepare and present monthly HR scorecards covering attrition, absenteeism, OT, headcount, and compliance metrics to the Plant Head and VP-HR.

Safety, Health & Environment (SHE) Coordination:

- Partner with the EHS/SHE function to embed a safety-first culture; participate in safety committees and near-miss investigations.

- Ensure HR's role in accident reporting, workmen's compensation processing, and liaison with ESI hospitals and ESIC authorities.

- Drive compliance with ISO 45001 / OHSAS 18001 HR-related elements during internal and external audits.

Qualifications & Experience:

- MBA / PGDM in Human Resources / Personnel Management and Industrial Relations from a reputed institution, or equivalent postgraduate degree.

- 1218 years of progressive HR experience, with a minimum of 8 years in a core Plant HR / IR role in a manufacturing organisation.

- Proven track record of successfully concluding wage settlements and managing collective bargaining in a unionised environment.

- Strong hands-on knowledge of Indian labour laws, statutory compliances, and industrial dispute handling including representation before Labour Courts and tribunals.

- Prior experience in automotive, auto-ancillary, metal, or heavy engineering manufacturing sectors strongly preferred.

Preferred:

- LLB or Diploma in Labour Laws as an additional qualification.

- Experience in greenfield / brownfield plant HR setup or capacity expansion phases.

- Exposure to multi-union environments or multi-plant HR coordination.

- Familiarity with Lean Manufacturing, TPM, or WCM HR practices.

- Working knowledge of HRIS/ERP platforms (SAP HCM, Darwinbox, SuccessFactors, or equivalent).