ASSISTANT MANAGER – HRBP
Manufacturing Plant · Talent Acquisition · HR Business Partnering · Compliance
Job Title
Assistant Manager – HRBP (Talent Acquisition & Plant HR Business Partnering)
Department
Human Resources
Reports To
Director
Location
Rice Manufacturing Plant, Ismailabad Kurukshetra (Haryana)
Employment Type
Full-Time, Permanent 6 Days from Plant
Experience Required
5–10 Years, in a manufacturing/plant environment
Position Overview
The Assistant Manager – HR will be based at the rice manufacturing plant and act as a hands-on partner to Plant Head – HR, with ownership of Talent Acquisition and Succession Planning for the plant's blue-collar and white-collar workforce, alongside the full plant HR charter — Learning & Development, Environment, Health & Safety (EHS), Legal & Statutory Compliance, Performance Management, Payroll & HR Operations, Employee Relations, and People Belonging/Culture. The incumbent will build people processes that support plant operations, ensure a compliant and safe workplace, and develop organizational capability across shifts and employee categories.
Talent Acquisition, Manpower Hiring & Succession Planning
Recruitment Strategy & Workforce Planning
- Own end-to-end talent acquisition for the plant, acting as the primary driver of hiring strategy, execution, and quality of hire across blue-collar and white-collar categories.
- Define role requirements, job descriptions, and competency/skill profiles in collaboration with hiring managers and department heads.
- Build and continuously refine the recruitment strategy — build vs. buy, lateral vs. campus, contract vs. permanent — based on role criticality and market availability.
- Own manpower planning and budgeting in partnership with department/plant heads — headcount forecasting, sanctioned strength vs. actual, and seasonal/peak-season hiring for plant operations.
- Forecast hiring needs against attrition trends, business growth, and seasonal/plant workforce requirements.
- Drive role-based/skill-based hiring — define competency and skill benchmarks for each role and assess candidates against specific job requirements rather than pedigree alone.
Sourcing, Selection & Offer Management
- Build and manage multi-channel sourcing: job portals, LinkedIn and social/professional networks, recruitment consultants/RPO partners, campus placements, employee referral programs, and walk-ins for plant/blue-collar hiring.
- Drive sourcing and closure for blue-collar hiring through local networks, ITIs, contractors/manpower vendors, and walk-ins, and for white-collar roles through portals, referrals, and consultants.
- Develop and maintain a talent pipeline and pool for critical, niche, and recurring roles to reduce time-to-fill.
- Negotiate and manage relationships with recruitment agencies and consultants, including empanelment, structures, and SLA/performance tracking.
- Drive campus engagement and hire programs where applicable.
- Screen, shortlist, and coordinate interview panels; conduct HR/behavioural interviews and support technical/functional evaluation with hiring managers.
- Manage assessment tools, reference checks, and background verification processes.
- Own salary benchmarking, compensation structuring, and offer negotiation to ensure competitive, equitable offers.
- Ensure a strong candidate experience through timely communication, structured interview processes, and professional offer/rejection handling.
Succession Planning
- Design succession planning frameworks for critical/leadership roles at the plant; identify and develop high-potential talent through talent reviews and 9-box assessments.
- Lead succession planning for critical blue- and white-collar plant roles — identify successors for key operator/supervisory positions and build readiness through job rotation and cross-training.
- Maintain a live manpower and succession tracker for the plant, and report hiring/succession status to Plant Head – HR and Head – HR.
Employer Branding, Onboarding & Recruitment Governance
- Strengthen employer branding through careers page content, social media presence, and participation in job fairs/industry forums.
- Design and drive structured onboarding, induction, and buddy programs to ensure smooth new-hire integration and early engagement.
- Own the joining formalities process — documentation, background checks, pre-boarding communication, and first-90-days experience.
- Track and report recruitment metrics: time-to-fill, cost-per-hire, source effectiveness, offer-to-joining ratio, panel effectiveness, and early attrition of new joiners.
- Manage recruitment budget, vendor invoices, and consultant payouts within approved limits.
- Maintain the applicant tracking system in HRIS and ensure a compliant, auditable recruitment process.
- Present periodic hiring dashboards and pipeline status to Head – HR; flag risks on critical/aging openings.
HR Business Partnering (Plant)
- Act as the primary HR point of contact and strategic partner to plant leadership, translating business priorities into people plans and organizational interventions.
- Partner with department heads on organization design, role structuring, and workforce planning aligned to plant capacity and production plans.
- Provide data-backed HR insights — headcount, attrition, cost-to-company, productivity linkages — to support plant-level business decisions.
- Drive change management for new initiatives, restructuring, shift/process changes, and automation rollouts, ensuring smooth people transitions.
- Build HR capability at the plant by coaching supervisors and managers on people practices, employee handling, and HR policy application.
Learning & Development
- Conduct training needs identification across departments and shifts, in coordination with functional/plant heads.
- Design and drive the annual training calendar — functional/technical, behavioural, leadership, and statutory/mandatory training (safety, GMP, POSH, quality, etc.).
- Own the induction and onboarding training plan for every new hire; track completion of plant-specific and role-based training.
- Maintain training records and ensure closure of mandatory/statutory training compliance for all employee categories.
- Own the plant training calendar end-to-end and share regular compliance and completion status with Plant Head – HR.
Environment, Health & Safety (EHS)
- Partner with the Safety/EHS team to drive a zero-harm culture across the plant — safe work practices, PPE compliance, and hazard reporting.
- Support incident/accident investigation, root cause analysis, and corrective/preventive action (CAPA) from an HR and people standpoint.
- Coordinate statutory safety training, mock drills, and health check-ups (occupational health, periodic medical examinations) for employees and contract workforce.
- Track EHS compliance status, near-miss reporting, and safety KPIs; support audits (ISO 45001, factory safety inspections, and customer/certification audits).
- Drive employee welfare initiatives — canteen, rest rooms, drinking water, sanitation, and other statutory welfare provisions under the Factories Act.
Legal & Statutory Compliance
- Ensure full plant-level compliance with applicable labour laws — Factories Act, PF, ESI, Bonus, Gratuity, POSH, Contract Labour (Regulation & Abolition) Act, Minimum Wages Act, and other central/state statutes.
- Maintain statutory registers, licenses, filings, returns, and renewals; liaise with the labour department, factory inspectors, and other government authorities.
- Own POSH compliance — Internal Committee (IC) constitution, awareness training, and case handling.
- Manage contract labour/vendor compliance, including licensing, documentation, and periodic audits of contractor workforce records.
- Handle disciplinary processes, domestic enquiries, show-cause notices, and separations in line with legal requirements; coordinate with legal counsel on disputes and regulatory updates.
Performance Management
- Drive the end-to-end performance management cycle — goal-setting, mid-year reviews, annual appraisals, and calibration, across staff and workmen categories.
- Partner with department heads to ensure timely, quality performance conversations and fair, consistent ratings.
- Support the linkage of performance outcomes to increments, promotions, and rewards; track completion rates and flag gaps.
- Facilitate performance improvement plans (PIPs) for underperformers and coach managers on effective feedback and documentation.
Payroll & HR Operations
- Own accurate and timely payroll inputs — attendance, leave, overtime, shift allowances, and statutory deductions — in coordination with the payroll/finance team.
- Ensure timely disbursement of salary, PF, ESI, bonus, gratuity, and full & final settlements for all employee categories.
- Maintain HRIS data — employee master data, attendance records, and leave balances.
- Manage the joining-to-exit employee lifecycle documentation, including offer letters, confirmation, transfers, and separation formalities in HRIS.
Employee Relations
- Act as the first point of contact for employee grievances across staff, workmen, and contract workforce; ensure fair and timely resolution.
- Build and maintain a positive relationship with workmen representatives/unions (where applicable), and support harmonious industrial relations.
- Conduct regular floor visits, shift meetings, and one-on-ones to stay connected with ground-level sentiment and pre-empt issues.
- Support disciplinary and conflict-resolution processes with fairness, consistency, and adherence to natural justice principles.
People Belonging, Culture & Engagement
- Drive initiatives that build a sense of belonging and inclusion across the workforce, including workmen and contract employees.
- Plan and execute engagement calendars — festivals, town halls, recognition programs, and employee welfare events.
- Run engagement surveys/pulse checks, analyze feedback, and drive action plans in partnership with leadership.
- Champion the employer brand and culture at the plant, ensuring consistency with organizational values and people philosophy.
Required Skills & Experience
- End-to-end talent acquisition — sourcing, stakeholder management, offer negotiation, and employer branding.
- Proven experience leading end-to-end manpower hiring and succession planning for both blue-collar and white-collar workforce, including in a plant/factory setup.
- HRIS proficiency and recruitment analytics (time-to-fill, cost-per-hire, source mix).
- End-to-end HR generalist/HRBP experience, with exposure to a manufacturing or plant environment (rice/food processing, FMCG, or agri-commodities preferred).
- Strong working knowledge of labour law and statutory compliance (Factories Act, PF, ESI, POSH, Contract Labour Act, Minimum Wages Act, etc.).
- Hands-on experience with EHS coordination and safety compliance in a factory/plant setting.
- Proven experience managing performance management cycles and payroll/HR operations for a blue-collar and staff workforce.
- Strong employee relations skills, including grievance handling and, where applicable, union/workmen engagement.
- Experience designing and driving L&D programs, including statutory and safety training.
- 5–10 years of progressive HR experience in a manufacturing/plant environment, with demonstrated ownership of end-to-end talent acquisition and direct exposure to a unionized/blue-collar, multi-shift plant workforce.
Preferred Qualifications
- MBA / PGDM in Human Resources, or equivalent postgraduate degree in HR/Industrial Relations/Labour Law.
- Certification in Talent Acquisition, Labour Law, POSH, EHS/ISO 45001, or HR Analytics is an advantage.
- Hands-on recruitment expertise — capable of independently driving high-volume and niche hiring, building sourcing pipelines, and managing stakeholders under tight timelines.
- A hands-on, ground-connected HR professional comfortable spending significant time on the shop floor and across shifts.
- Maturity to independently handle sensitive employee, safety, and compliance matters while influencing business leaders and partnering closely with plant leadership.
Pay: ₹550,000.00 - ₹700,000.00 per year
Benefits:
- Leave encashment
- Paid time off
- Provident Fund
Work Location: In person
