Head Plant HR-Balasore

Symbiosis Management Consultants; Balasore; On-site; INR 1,200,000 - 1,800,000; Full time

Job summary

Symbiosis Management Consultants in India seeks a Strategic HR Leader to shape and drive HR processes across Talent Acquisition, Performance Management, and Organization Design. The role partners with the Leadership Team to implement change management and culture-building initiatives that align with long-term business goals.

The incumbent will lead workforce planning, development programs, and HR analytics while overseeing compensation, benefits benchmarking, and payroll modernization.

Qualifications

• Experience building and executing HR strategies aligned with business plans.
• Ability to design succession planning frameworks and IDPs.
• Exposure to Talent Management, onboarding, and campus placements.
• Experience with compensation & benefits benchmarking and payroll digitalization.
• Knowledge of GPTW and ESG initiatives is a plus.

Responsibilities

• Develop and implement HR strategies across TA, PM, and org design.
• Partner with leadership to drive culture, change management, and engagement.
• Lead annual manpower planning and HR analytics.
• Oversee CSR, ESG initiatives, and regulatory compliance.
• Manage industrial relations and stakeholder engagement.

Skills

HR Strategy

Change Management

Talent Acquisition

Performance Management

Organizational Development

Leadership Alignment

Education

HR leadership development

Tools

HRIS

ESS portals

Job description

Role & responsibilities

Strategic HR Processes

• 1. Building HR Excellence, Driving Vision, Mission & Values in alignment with short-term, mid-term, and long-term organizational goals.
• 2. Implement overall HR strategy in alignment with business plans, covering Talent Acquisition, Performance Management, Organization Design, Talent Management, and Industrial Relations.
• 3. Partner with the Leadership Team to align HR initiatives with long term business plan, driving change management and organizational culture building.
• 4. Identify critical competencies, design succession planning frameworks, and implement Individual Development Plans (IDPs) to nurture future leaders.
• 5. Foster strong organizational culture & values, shaping people strategies to support business growth.
• 6. Responsible for conducting the Annual Manpower Planning process.

Talent Acquisition

• 1. Conduct annual manpower planning &
• 2. Develop & execute strategies to build strong talent pipelines by effective hiring of right capabilities.
• 3. Ensure inclusive, efficient onboarding and recruitment processes.
• 4. Drive strategic talent acquisition initiatives, including lateral hiring and campus placements, to attract top talent aligned with organizational needs.
• 5. Ensure timely recruitment of approved manpower while maintaining optimal turnaround time and recruitment efficiency

Talent Management & Development

• 1. Implement employee development, retention, and engagement initiatives.
• 2. Drive training programs, talent reviews, and career development plans for high-potential employees.
• 3. Link development initiatives to performance feedback and assessment.
• 4. Review and revise the competency framework for behavioral and technical competencies across all functions and business verticals.
• 5. Develop a robust talent pipeline to ensure future readiness and a sustainable supply of skilled resources.

Compensation & Benefits

• 1. Digitalize payroll and standardize compensation and benefits, aligning with industry benchmarks.
• 2. Participate in annual C&B benchmarking studies of Pulp & Paper industry.
• 3. Manage HR budgets, Fixed and Admin Overhead Cost optimization, and ensure effective resource utilization.

Performance Management

• 1. Drive annual performance appraisal process.
• 2. Design and implement performance management systems with clear objectives, continuous feedback, and appraisals linked to rewards and development.
• 3. Identify performance gaps and drive improvement initiatives to enhance workforce effectiveness.

Learning & Development

• 1. Design enterprise-wide learning strategies and leadership programs.
• 2. Develop tailored certification programs for critical skills.
• 3. Promote continuous learning and motivate employees for online learning.
• 4. Implement career development plans and knowledge-sharing platforms.
• 5. Lead the Competency Assessment exercise once in 3 years; develop annual training plans.
• 6. Identify and supply individual and organizational training needs for targeted learning interventions.
• 7. Ensure conducting effectiveness evaluation of training programs.

Organization Development

• 1. Shape and optimize organizational structures, roles, and processes to drive enterprise-wide efficiency and effectiveness.
• 2. Lead change management, culture transformation, and employee engagement strategies.
• 3. Develop and implement HR strategies and adopt New Age best practices to establish and sustain organizational excellence initiatives, such as Great Place to Work (GPTW) and CII Excellence Assessments.
• 4. Review, Revise and Introduce new policies as per the requirement of the organization.

HRMS & Analytics

• 1. Standardize and align HR systems and processes with organizational objectives for enterprise-wide impact.
• 2. Lead implementation of HRIS, Employee Self-Service (ESS) portals, and full digitalization of the employee lifecycle to enhance efficiency and experience.
• 3. Leverage HR analytics and MIS to provide strategic insights, enabling data-driven decision-making at the leadership level.

Industrial Relations & Stakeholders Management

• 1. Lead industrial relations strategy, fostering constructive dialogue and strong partnerships with unions.
• 2. Develop policies and frameworks to manage workforce relations and ensure compliance with labor laws and liaise with government bodies of district administration, state administration, peer industries & public representatives.
• 3. Conduct annual stakeholder relationship assessment exercise

Contract Labor Management

• 1. Oversee strategy and governance of contract labor, ensuring compliance with labor laws and organizational policies.
• 2. Optimize contract workforce deployment, cost-efficiency, and productivity while maintaining high safety and quality standards.

Corporate Social Responsibility (CSR) & ESG

• 1. Lead CSR and ESG programs, embedding sustainability, social responsibility, and ethical practices into people strategies.
• 2. Encourage employee participation in CSR activities and weave ESG principles into HR policies and workplace culture.
• 3. Track, review, and ensure adherence to ESG guidelines and regulatory obligations.
• 4. Compliance of Annual CSR Budget & activities across the identified 7 pillars of CSR initiatives such as Education, Healthcare, Animal welfare, Sustainable environment, Women empowerment, Promoting Art & culture, Rural Development.

Operational Health, Safety & Security

• 1. Lead operational health initiatives, ensuring compliance with statutory regulations and promoting employee well‑being across the organization.
• 2. Drive safety programs, conduct regular audits, and implement continuous improvements to maintain a safe and hazard-free work environment.
• 3. Track performance, conduct regular audits, and drive ongoing enhancements in health & safety across all operations.

HR Compliance

• 1. Lead BRSR submissions of HR, participate in internal audits and legal compliance reviews to uphold governance standards.
• 2. Ensure full compliance with labor laws, HR policies, and regulatory requirements.

Reward & Recognition:

• 1. Design and implement a holistic Reward & Recognition program aligned with five key pillars: Building performance, Driving Business Excellence, Building Safety Culture, Building Learning Culture, Driving Core Values.
• 2. Develop and manage a comprehensive Total Rewards strategy to attract, retain, and motivate top talent.

Employee Engagement

• 1. Strengthen employee engagement and communication through forums such as Samvaad, Gate Meetings, Sparsh, Townhalls, and grievance-resolution platforms.
• 2. Promote participative culture via Unit Management Committee, Safety Sub-Committee, Works Committee, and Canteen Committee
• 3. Enhance work-life balance and culture through wellness programs, clubs, team celebrations, and recognition events such as Gratitude Day, Paper Day, Annual Day & Sports & Festivals.