Assistant Manager - HR

Majestic Basmati Rice Pvt. Ltd.; Kurukshetra; On-site; INR 1,500,000 - 2,300,000; Full time

Job summary

Majestic Basmati Rice Pvt. Ltd.

invites an experienced Assistant Manager – HR to base at the plant in Haryana. You will drive talent acquisition, succession planning, and plant HR functions across Learning & Development, Environment, Health & Safety (EHS), legal & statutory compliance, payroll, and HR operations, partnering with Plant Head – HR to build organizational capability and a safe, compliant workplace.

Qualifications

• End-to-end talent acquisition for plant, covering blue- and white-collar hires.
• Manpower planning and budgeting with plant heads, including seasonal hiring.
• Knowledge of labour laws and statutory compliance.
• Experience in payroll processing and HR operations management.
• Experience with performance management and ER/employee relations.

Responsibilities

• 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.
• 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.

Skills

Talent acquisition

Manpower planning

HRIS

Payroll

Employee relations

Learning & Development

Education

MBA/PGDM in HR

PGDM/PG Diploma in HR/IR

Tools

HRIS

Job description

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, 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 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.

Skills: succession planning,training,environment, health, and safety (ehs),talent acquisition,hiring,labour law,compliance,payroll