Job Description

Role Purpose

The HR Business Partner (Plant) is responsible for leading and managing all people-related processes at the plant, ensuring alignment between HR strategies and operational goals. This role drives workforce planning, employee engagement, talent development, compliance, discipline, HR operations, and plant-level cultural initiatives. The HRBP works closely with the Plant Head, Production, Quality, Maintenance, EHS, and corporate HR teams to ensure smooth functioning of people process.





Key Responsibilities

1. Employee Lifecycle Management

Own the entire employee lifecycle for plant employees: manpower requisition, hiring, onboarding, probation, confirmation, transfers, and exit formalities. Conduct structured inductions covering plant rules, safety guidelines, policies, and job expectations. Ensure employee records, files, contracts, and HRMS details are updated and audit ready. Manage temporary & contract workforce documentation and compliance.

2. Workforce Planning & Talent Acquisition

Work with Plant Head and line managers to develop annual and monthly manpower plans or staff, operators, helpers, and contract manpower. Partner with central HR and recruitment agencies to fill open roles within agreed timelines. Monitor absenteeism, overtime, shift gaps, and ensure optimum workforce availability. Support succession planning for critical plant positions.

3. Employee Relations & Communication

Act as the primary HR representative on the shop floor, ensuring strong employee connect. Address employee grievances with empathy while maintaining fairness and compliance. Build and maintain a positive, transparent, and disciplined workplace environment. Conduct regular floor walks, open house sessions, and feedback touchpoints. Collaborate with supervisors to improve handling of workforce issues and communication flow.

4. HR Operations

Manage day-to-day HR operations including attendance, leave administration, and shift


management.


Maintain HRMS accuracy, employee master data, and documentation for audits.


Support policy implementation, queries, and communication related to HR guidelines and SOPs.


Coordinate administrative activities such as ID card issuance, uniform/ PPE allocation, gate pass


management, and ensuring smooth HR service delivery to plant employees.

5. Performance Management & Productivity

Implement goal-setting, KPIs, appraisal cycles, and performance reviews for all plant roles. Coach supervisors on performance feedback, documentation, and addressing poor performance. Identify underperforming areas and recommend corrective actions.

6. Training, Skill Development & Capability Building

Conduct Training Need Identification (TNI) in partnership with functional heads. Design training calendars for technical, behavioural, safety, quality, and compliance areas. Coordinate internal and external trainers for operator skill-building and supervisory capability enhancement. Maintain training MIS, feedback, assessments, and skill certification records.

7. Compliance, Discipline & Industrial Relations

Ensure adherence to all applicable labour laws, including Shops & Establishment, CLRA, Factories Act, PF/ESIC, POSH, and other statutory guidelines. Maintain and update all statutory registers, records, license renewals, and audit files. Partner with EHS for safety training, incident reviews, and regulatory compliance. Manage disciplinary actions, warnings, domestic enquiries, and maintain documentation. Liaise with statutory authorities as required and ensure zero non-compliance.

8. Employee Engagement & Culture Building

Design and execute plant-specific engagement initiatives: R&R programs Festival celebrations Townhalls Safety events Communication meets Support in building a culture of discipline, accountability, continuous improvement, and teamwork.

9. HR Data, MIS & Reporting

Prepare and share reports on: Headcount & attendance Turnover & retention OT analysis Training hours Disciplinary actions HR cost tracking
10. Strategic HR Projects


Lead plant-specific projects such as: Digitisation of HR processes Skill matrix development Productivity improvement Drive change management for new processes, policies, and systems introduced by corporate HR.
Qualifications & Experience


MBA/PGDM in HR. 35 years of HR experience in a manufacturing plant environment (preferably plastics, chemicals, engineering, or process industries). Strong knowledge of labour laws, compliance, and factory operations. Hands-on experience with HRMS, MS Excel, and MIS reporting. * Strong interpersonal skills, assertiveness, and comfort working with shop-floor workforce.