🎁 Before you apply, rehearse this interview. Create your free WorkMundi account and get an Interview Training on HelpsYouSpeak — no cost, no card. I want my training →
Company : Listed Company with Multiple Businesses 15000 Cr. Turnover Role : Vice President -HR Qualification : MBA /MSW Experience : + 22 Age not more than 50 Years Note: This role pertains to 4 plants and the corporate function, with a business size approximately 4,000 crore. Summary: A strategic leader capable of balancing high-level HR strategy with the unique operational and employee relations demands of a manufacturing environment Key Responsibilities: The role requires a dual focus: ensuring smooth, compliant plant operations and aligning HR initiatives with overall business goals. Industrial & Employee Relations (Plant Focus): - Union Management: Build and maintain positive relationships with trade unions and worker committees. Lead negotiations for long-term settlements (LTS), collective bargaining agreements (CBA), and manage union-related issues to ensure workplace harmony and minimise disruptions like strikes. - Grievance Handling: Oversee prompt and fair resolution of employee grievances and workplace conflicts, following established policies and union contracts. - Compliance: Ensure full compliance with all local, state, and central labor laws, including the Factories Act, Industrial Disputes Act, OSHA, PF, and ESI regulations. - Workforce Management: Collaborate on manpower planning, shift scheduling, and managing contract labor in the plant setting. - Safety & Welfare: Work with the Health, Safety, and Environment (HSE) department to foster a strong safety culture and ensure adherence to all safety protocols and compliance standards. Corporate & Strategic HR (Corporate Focus): - Strategic Planning: Partner with the CEO and senior leadership to develop and execute HR strategies that support the company's growth and mission. - Talent Management: Oversee end-to-end talent functions, including acquisition, performance management, leadership development, succession planning, and retention programs across all levels (shop floor to leadership). - Compensation & Benefits: Design and administer competitive compensation, benefits, and incentive programs that attract and retain top talent. - Organizational Culture: Champion a unified, inclusive, and high-performance culture across corporate and manufacturing units, leading change management initiatives. - HR Operations & Analytics: Ensure efficient HR operations through effective HR systems (HRIS, payroll automation) and use data analytics to inform decision-making. .