Assistant General Manager - HR

Energy In Motion; Talegaon Dabhade; On-site; INR 1,200,000 - 1,800,000; Full time

Job summary

Energy In Motion is seeking an experienced HR Business Partner for our Talegaon Dabhade plant in Maharashtra. This role will serve as the strategic HR partner to plant leadership, translating business goals into people priorities and advising on org design, workforce planning, and people decisions.

You will coach and develop line managers, lead end-to-end talent management and learning programs, champion a high-performance, inclusive culture, and drive engagement initiatives.

Qualifications

• Preference for a people-first HR leader with a strong culture focus.
• Experience advising on org design, workforce planning and people decisions.
• Ability to coach line managers on people management, feedback culture and team effectiveness.
• A data-informed decision maker who uses insights to shape people strategy.

Responsibilities

• Serve as strategic HR partner to plant leadership translating business goals into people priorities.
• Provide advisory support on org design, workforce planning and people decisions.
• Coach and develop line managers in people management practices and feedback culture.
• Lead talent management, including acquisition, reviews, succession planning and learning & development.
• Champion a positive, inclusive culture and drive engagement initiatives at the plant.
• Advise on compensation benchmarking, increments and rewards programs in collaboration with corporate HR.
• Oversee HR operations like attendance, payroll inputs, HRIS management, and compliance.
• Track HR metrics and prepare monthly dashboards for leadership.

Skills

People management

Communication

HR analytics

Stakeholder management

Strategic HR partnering

Job description

Role & responsibilities :

1. HR Business Partnering

• Serve as the strategic HR partner to plant leadership, translating business goals into people priorities.
• Provide advisory support on org design, workforce planning, and people-related decisions.
• Participate in plant leadership forums and contribute an HR perspective to operational planning.
• Coach and develop line managers in people management practices, feedback culture, and team effectiveness.
• Identify people risks and proactively recommend interventions to leadership.

2. Talent Management & Organizational Development

• Lead end-to-end talent acquisition for plant roles, ensuring quality hiring aligned to culture and capability needs.
• Drive structured talent reviews, succession planning, and identification of high-potential employees.
• Design and implement Learning & Development programmes across levels technical, behavioural, and leadership.
• Build internal career pathways and facilitate internal mobility to enhance engagement and retention.
• Anchor the annual performance management cycle goal setting, mid-year reviews, and appraisals.
• Partner with the OD function on capability assessments and competency framework rollouts.

3. People & Culture

• Champion and sustain a positive, inclusive, and high-performance culture at the plant.
• Design and lead employee engagement programmes surveys, townhalls, recognition schemes, and team activities.
• Monitor engagement trends and act on feedback with structured action plans.
• Facilitate skip-level conversations, stay interviews, and pulse checks to maintain a strong feedback loop.
• Lead initiatives that embed organisational values in day-to-day plant behaviours.
• Drive diversity, equity, and inclusion efforts within the plant workforce.

4. Performance & Rewards

• Administer the performance appraisal process and ensure fairness and consistency across functions.
• Advise on compensation benchmarking, increment recommendations, and incentive structures.
• Collaborate with corporate HR on salary revisions, benefits communication, and rewards programmes.
• Track and address issues of pay equity and role-grade alignment.

5. HR Operations & Compliance

• Oversee day-to-day HR operations: attendance, payroll inputs, HRIS management, and employee records.
• Ensure compliance with applicable labour laws, factory regulations, and statutory requirements.
• Manage grievance redressal processes with empathy and within defined timelines.
• Handle disciplinary matters in line with standing orders and principles of natural justice.
• Liaise with Labour Commissioners and government authorities as required.
• Maintain a non-unionised, harmonious work environment through proactive employee relations.

6. HR Analytics & Reporting

• Track and report key HR metrics: attrition, absenteeism, headcount, hiring TAT, and engagement scores.
• Use people data to identify trends, flag concerns, and recommend evidence-based interventions.Prepare monthly HR dashboards for plant leadership and corporate HR review.

Preferred candidate profile

• A people-first HR leader who genuinely believes culture drives performance.
• Someone who is comfortable being on the floor as much as in the boardroom.
• A strong communicator who can build trust with workers, managers, and senior leadership alike.
• A data-informed decision maker who uses insights to shape peoples strategy.
• A collaborative partner — not just an HR administrator — who takes shared ownership of business outcomes.