General Manager HR & Industrial Relations – SSM India

Job description

What you will do

• 1. HR Strategy & Business Partnership
• ● Develop and implement the organization's HR strategy in alignment with business
• and manufacturing objectives.
• ● Partner with the Managing Director, senior management and functional/plant heads
• on people-related business priorities.
• ● Translate business requirements into effective workforce, organization and talent
• strategies.
• ● Develop HR policies, systems and processes appropriate for a multi-location
• manufacturing organization.
• ● Provide management with insights on workforce productivity, manpower costs,
• attrition, absenteeism, employee engagement and organizational capability.
• ● Drive a culture based on integrity, teamwork, responsibility, customer focus and
• continuous improvement.
• 2. Plant & Manufacturing HR
• ● Lead HR operations across spinning, knitting, processing and garment manufacturing
• units.
• ● Ensure effective manpower planning and deployment based on production
• requirements.
• ● Develop systems for workforce productivity, attendance, absenteeism and labour
• utilization.
• ● Partner with plant heads to address manpower challenges and improve workforce
• stability.
• ● Strengthen shop-floor HR practices and ensure effective communication between
• management and employees.
• ● Build HR capabilities among plant HR teams and line managers.
• 3. Talent Acquisition & Workforce Planning
• ● Develop annual manpower plans in consultation with business and plant leadership.
• ● Lead recruitment strategies for managerial, supervisory, technical and shop-floor
• positions.
• ● Build talent pipelines for critical manufacturing and technical roles.
• ● Develop effective recruitment channels for rural and semi-urban manufacturing
• locations.
• ● Improve quality of hiring, time-to-fill and retention of critical talent.
• ● Establish structured onboarding and induction processes.
• 4. Industrial Relations & Employee Relations
• ● Provide leadership on industrial relations across manufacturing locations.
• ● Maintain constructive relationships with employees, worker representatives and
• other relevant stakeholders.
• ● Handle employee grievances, disciplinary matters and workplace issues fairly and
• effectively.
• ● Develop proactive systems for grievance resolution and employee communication.
• ● Monitor industrial relations risks and recommend preventive measures to
• management.
• ● Ensure that employee relations practices support business continuity and a stable
• manufacturing environment.
• 5. Statutory Compliance & Labour Laws
• ● Ensure complete compliance with applicable labour and employment legislation.
• ● Oversee statutory requirements relating to wages, working hours, PF, ESI, gratuity,
• bonus, contract labour and other applicable regulations.
• ● Ensure maintenance of statutory registers, records and documentation across
• locations.
• ● Coordinate labour department inspections and statutory audits.
• ● Ensure timely closure of compliance observations and corrective actions.
• ● Keep management updated on significant changes in labour legislation and their
• business implications.
• 6. Social Compliance & Customer Audits
• ● Lead HR participation in social compliance and ethical trade audits.
• ● Ensure readiness for customer and third-party audits associated with standards such
• as WRAP, SEDEX, CTPAT and other applicable customer compliance requirements.
• ● Establish systems for monitoring working conditions, employee welfare, wages,
• working hours, health and safety and ethical employment practices.
• ● Coordinate with sustainability, compliance and plant teams to close audit findings.
• ● Ensure HR documentation and employee-related practices remain audit-ready
• throughout the year.
• 7. Compensation & Benefits
• ● Develop and administer compensation structures appropriate for different employee
• categories.
• ● Review wages, salary structures, incentives and benefits periodically against market
• and business requirements.
• ● Establish appropriate productivity-linked incentive systems where applicable.
• ● Monitor manpower cost and employee-related expenditure.
• ● Ensure payroll accuracy, timeliness and statutory compliance.
• 8. Performance Management
• ● Strengthen the organization's performance management system.
• ● Establish clear KRAs/KPIs for managerial and supervisory employees.
• ● Drive periodic performance reviews and performance improvement plans.
• ● Link performance management with employee development, succession planning
• and rewards.
• ● Build a performance-oriented culture across functions and manufacturing units.
• 9. Learning & Development
• ● Identify critical capability gaps across managerial, supervisory and operational levels.
• ● Develop annual training and capability-building plans.
• ● Establish technical, behavioural and leadership development programs.
• ● Strengthen supervisory and middle-management capabilities.
• ● Develop training programs around productivity, quality, safety, compliance and
• people management.
• ● Evaluate training effectiveness and business impact.
• 10. Employee Engagement & Welfare
• ● Develop initiatives to improve employee engagement, morale and retention.
• ● Strengthen employee communication and feedback mechanisms.
• ● Oversee employee welfare initiatives across manufacturing locations.
• ● Promote a safe, respectful and inclusive workplace.
• ● Develop initiatives supporting employee well-being, motivation and organizational
• belonging.
• ● Monitor employee satisfaction and identify areas requiring management
• intervention.
• 11. HR Systems & Process Excellence
• ● Drive digitization and standardization of HR processes.
• ● Strengthen HR MIS and people analytics.
• ● Develop dashboards covering:
• ● Headcount
• ● Manpower cost
• ● Attrition
• ● Absenteeism
• ● Recruitment
• ● Productivity
• ● Overtime
• ● Training
• ● Employee relations
• ● Compliance
• ● Establish standardized HR processes across multiple locations.
• ● Improve data accuracy and management reporting.
• 12. Organization Development & Succession Planning
• ● Identify critical roles and develop succession plans.
• ● Build leadership pipelines for future business requirements.
• ● Conduct talent reviews and identify high-potential employees.
• ● Support organizational restructuring and manpower optimization where required.
• ● Develop career progression frameworks for key employee groups.
• ● Build a sustainable leadership bench across manufacturing and corporate functions.
• ● Key Deliverables / KPIs

Job details

How to apply

Apply through this page and a consultant will come back to you within one working day. You can also send your CV directly and we will match you against this and other live mandates. Alliance never charges candidates a fee.