HR Manager

JOB DESCRIPTION – HR MANAGER.

POSITION DETAILS

Designation: HR Manager

Department: Human Resources & Administration

Reporting To: Managing Director / Director

Location: Pune, Maharashtra

Experience: 8–15 Years

Education: MBA/PGDM – HR / MSW / MHRM or equivalent

Industry Preference: Manufacturing / Engineering / Automotive / Polymer / Industrial Products

2. ROLE OBJECTIVETo lead and manage the complete Human Resources & Administration function with responsibility for manpower planning, recruitment, employee relations, performance management, statutory compliance, payroll coordination, training, employee engagement, discipline and HR systems.

The HR Manager will act as a business partner to management, ensuring the right manpower, productivity, discipline and organizational capability required to achieve business and manufacturing objectives.

• 3. KEY RESPONSIBILITIESA. HR Strategy & Manpower PlanningDevelop HR plans aligned with business and manufacturing requirements.
• Prepare annual manpower budgets and workforce plans.
• Ensure optimum manpower deployment across departments and shifts.
• Control manpower cost, overtime and contract labour.
• Develop manpower productivity and workforce optimization initiatives.

KPIs: Manpower Cost, Manpower Productivity, Overtime %, Workforce Utilization, Manpower Budget Achievement

• B. Recruitment & Talent AcquisitionHandle end-to-end recruitment for technical, supervisory, managerial and support positions.
• Prepare manpower requisitions and recruitment plans.
• Coordinate interviews with HODs and management.
• Ensure timely joining and effective onboarding.
• Build talent pipelines for critical positions.

KPIs: Time to Hire, Position Closure %, Hiring Cost, Joining Ratio, Quality of Hire

• C. Employee Relations & DisciplineMaintain healthy employee relations and positive workplace culture.
• Handle grievances, disciplinary matters and employee concerns.
• Implement company policies, rules and code of conduct.
• Manage absenteeism, attrition and workforce discipline.
• Coordinate with management on employee-related issues.

KPIs: Attrition %, Absenteeism %, Grievance Closure Time, Disciplinary Cases, Employee Relations

• D. Performance ManagementImplement and monitor KRA/KPI-based performance management.
• Coordinate goal setting, performance reviews and appraisal processes.
• Ensure department-wise KPI tracking.
• Identify low performers and prepare improvement plans.
• Develop succession and second-line leadership.

KPIs: Performance Review Completion %, KPI Achievement, PMS Compliance, Internal Promotions, Succession Readiness

• E. Training & DevelopmentIdentify training needs based on skill gaps and business requirements.
• Prepare annual training calendars.
• Coordinate technical, behavioural, safety and leadership training.
• Develop multi-skilled workforce and supervisory capability.
• Measure training effectiveness.

KPIs: Training Hours/Employee, Training Completion %, Skill Matrix Improvement, Training Effectiveness

• F. Payroll, Attendance & HR OperationsEnsure accurate attendance, leave and payroll coordination.
• Monitor shift schedules, overtime and manpower records.
• Maintain employee master data and HR documentation.
• Coordinate with Accounts for payroll inputs and settlements.
• Ensure timely joining, confirmation, transfer and exit formalities.

KPIs: Payroll Accuracy, Attendance Accuracy, Overtime Control, HR Process Compliance, Exit Settlement Timeliness

• G. Statutory ComplianceEnsure compliance with applicable labour laws and statutory requirements.
• Coordinate PF, ESIC, PT, Bonus, Gratuity, Labour Welfare and other applicable compliances.
• Maintain statutory registers, records and documentation.
• Coordinate labour inspections, audits and statutory submissions.
• Ensure compliance of contract labour requirements.

KPIs: Statutory Compliance %, Audit Observations, Compliance Closure, Documentation Accuracy

H. HR MIS & AnalyticsPrepare and present monthly HR MIS covering:

• Total Manpower
• Department-wise Manpower
• Attendance & Absenteeism
• Attrition
• Overtime
• Recruitment Status
• Training
• Labour Cost
• Productivity
• Employee Grievances
• Disciplinary Cases
• Compliance Status

KPIs: MIS Accuracy, Report Timeliness, HR Cost/Employee, Attrition & Absenteeism Trend

• I. HR Policies & Process ImprovementDevelop, review and implement HR policies and SOPs.
• Standardize HR processes across departments.
• Improve employee productivity and engagement.
• Implement HR systems/HRIS and digital processes.
• Drive continuous improvement in HR operations.
• J. Administration & Employee WelfareOversee general administration and employee welfare activities.
• Manage housekeeping, security, canteen, transport and other employee facilities, where applicable.
• Ensure workplace discipline, cleanliness and basic employee facilities.
• Coordinate employee engagement and welfare initiatives.
• K. Management Support & Business PartnershipProvide HR inputs for business and workforce decisions.
• Support management during organizational changes and expansion.
• Advise management on manpower cost, employee relations and compliance risks.
• Participate in management review meetings.
• Develop HR strategy supporting long-term business growth.
• 4. MANAGEMENT SCORECARDAreaKey Success MeasureManpowerOptimum manpower utilizationRecruitmentCritical positions closed on timeProductivityContinuous improvement in output/employeeAttritionControlled and sustainable attritionAbsenteeismContinuous reductionOvertimeOvertime within approved budgetPerformance100% KRA/KPI review completionTrainingAnnual training plan achievementComplianceZero major statutory non-complianceEmployee RelationsTimely grievance & disciplinary closurePayrollAccurate and timely payroll inputsHR CostHR cost within approved budgetEngagementImproved employee engagement & retentionLeadershipStrong second-line and succession pipeline5. REQUIRED EXPERIENCE & PROFILEMandatory8–15 years of progressive HR experience, preferably in manufacturing.
• Strong experience in plant HR / industrial relations.
• Experience handling blue-collar, technical, supervisory and managerial manpower.
• Strong knowledge of recruitment, payroll coordination, performance management and labour compliance.
• Experience in manpower planning and HR cost control.
• Strong employee relations and disciplinary handling experience.
• PreferredExperience in Manufacturing / Automotive / Engineering / Polymer / Industrial Products.
• Experience in multi-shift manufacturing environment.
• Knowledge of HRIS/ERP systems.
• Experience in Lean/TPM/OEE-oriented manufacturing culture.
• Strong exposure to audits and statutory compliance.

6. REQUIRED SKILLSTechnical Skills

• HR Operations & Plant HR
• Manpower Planning
• Recruitment & Talent Acquisition
• Industrial Relations
• Labour Law Compliance
• Performance Management
• Payroll & Attendance
• Training & Development
• HR MIS & Analytics
• HR Policies & SOP
• Employee Engagement
• HRIS/ERP

Leadership Skills

• Strong ownership and accountability
• Decision-making ability
• Problem-solving
• Employee handling & negotiation
• Conflict management
• Business-oriented approach
• Confidentiality and integrity
• Strong communication
• Ability to work with MD/Directors and HODs
• Ability to manage workforce under pressure

7. OVERALL SUCCESS OF HR MANAGER Right Manpower + Right Skill + Right Productivity + Controlled HR Cost + Strong Discipline + Low Attrition + High Employee Engagement + 100% Compliance + Strong Leadership Pipeline

Final AccountabilityHR Manager = Manpower + Recruitment + Productivity + Employee Relations + Compliance + Performance + Training + Payroll Coordination + HR Cost + Administration + Employee Engagement + HR Strategy