Human Resource Business Partner

Profound Human Resource Development Advisors; Kolkata District; On-site; INR 800,000 - 1,100,000; Full time

Job summary

Profound Human Resource Development Advisors in India seeks a Plant HR Lead to drive strategic workforce planning, recruitment across blue- and white-collar roles, and vendor labor management across manufacturing sites.

You will oversee onboarding, performance management, compliance, safety training, and HR analytics to improve productivity and labor relations on the shop floor.

Qualifications

• Experience in manufacturing HR., familiarity with plant operations is a plus.

Responsibilities

• Strategic Workforce Planning – forecast manpower with plant leadership to align staffing with production targets, expansion plans and shifts.
• Full-Cycle Talent Acquisition (Blue-Collar & White-Collar) – end-to-end recruitment for engineers, technicians, supervisors and high-volume shop-floor roles.
• Vendor & Contract Labor Management – oversee staffing agencies, ensure cost-effective hiring, SLAs, and compliance for temporary labor.
• Plant HR Operations & Administration – manage shift rosters, attendance, leave, overtime, and payroll inputs.
• Statutory Compliance & Labor Laws – ensure adherence to local regulations, Factory Acts, safety norms, and inspections.
• Onboarding & Time-to-Productivity – design onboarding, safety orientation, and plant integration for productivity.
• Employee Relations & Grievance Redressal – address grievances and support union relations.
• Performance Management & Skill Mapping – manage annual appraisals, KPI tracking and skill matrices for multi-skilling.
• Plant L&D & Safety Training – identify training needs and organize upskilling for safety and efficiency.
• HR Metrics & Analytics – track attrition, absenteeism, TAT and compliance scores for improvements.

Job description

Role & responsibilities

Key Responsibilities & Job Description

1. Strategic Workforce Planning
   Partner with plant leadership and operations managers to forecast manpower requirements, aligning staffing levels with production targets, expansion plans, and shift schedules.
2. Full-Cycle Talent Acquisition (Blue-Collar & White-Collar)
   Drive end-to-end recruitment for technical plant roles (engineers, technicians, supervisors) as well as high-volume shop-floor workers, using targeted sourcing strategies to minimize position vacancy time.
3. Vendor & Contract Labor Management
   Oversee third-party staffing agencies and contractors, ensuring cost-effective hiring, contract SLA adherence, and complete regulatory compliance for temporary/contractual labor.
4. Plant HR Operations & Administration
   Manage day-to-day HR floor operations, including shift roster alignment, leave/attendance tracking, overtime management, and accurate inputs for monthly payroll processing.
5. Statutory Compliance & Labor Laws
   Ensure 100% adherence to local labor regulations, Factory Acts, safety standards, and environmental norms; liaise with labor authorities and manage official inspections or audits.
6. Onboarding & Time-to-Productivity
   Design and execute comprehensive onboarding, safety orientation, and plant integration programs to accelerate time-to-productivity for newly hired shop-floor and managerial staff.
7. Employee Relations & Grievance Redressal
   Maintain a healthy, peaceful workplace climate on the shop floor by addressing worker grievances promptly, managing disciplinary actions, and supporting positive union/labor relations.
8. Performance Management & Skill Mapping
   Facilitate annual performance appraisal cycles, manage plant-level KPI tracking, and maintain skill matrix assessments to support multi-skilling and cross-training initiatives.
9. Plant L&D & Safety Training
   Identify functional, technical, and EHS (Environment, Health & Safety) training needs, organizing structured upskilling programs to enhance operational safety and production efficiency.
10. HR Metrics & Analytics
    Track, analyze, and report key plant HR metricssuch as attrition rates, absenteeism, recruitment turnaround time (TAT), and compliance scores—to drive continuous operational improvements.