Assistant - HR Manager

Position Overview
The Assistant Manager – HR will be based at the rice manufacturing plant and act as a hands-on partner to the 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, fee
structures, and SLA/performance tracking.
Drive campus engagement and internship-to-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 the 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 da

Work arrangement
No