Human Resource Manager- Manufacturing Industries only

Gemba Concepts; Bengaluru; On-site; INR 1,200,000 - 1,800,000; Full time

Job summary

Mount Roofing & Structures Private Limited in Bengaluru seeks an experienced HR Manager to lead end-to-end HR operations in a manufacturing setup. The role encompasses workforce planning, employee relations, recruitment, performance management, and statutory compliance, partnering with senior leadership.

The ideal candidate should have hands-on manufacturing/plant HR experience, strong labour-law knowledge, and the ability to balance strategic and operational HR initiatives.

Qualifications

• MBA/PGDM in Human Resources or equivalent qualification.
• Graduation in any relevant discipline.

Responsibilities

• Lead end-to-end HR operations for the organisation.
• Oversee onboarding, transfers, promotions and exits, and maintain accurate records.
• Manage manpower planning and workforce deployment in a manufacturing/plant environment.
• Handle employee relations, grievances, and disciplinary matters.
• Drive recruitment for technical and leadership roles and ensure timely closures.
• Oversee payroll coordination, payroll inputs, and compensation reviews.
• Ensure compliance with labour laws and statutory requirements (PF, ESI, Gratuity, etc.).
• Drive learning, engagement, and capability-building initiatives.
• Prepare HR MIS and analytics for management.

Skills

End-to-end HR operations

Workforce planning

Employee relations

Performance management

Compliance & Labour laws

HR policy implementation

Stakeholder management

Communication skills

Maturity & judgment

People leadership

Education

MBA/PGDM HR

Graduation in any discipline

Job description

JD:HR Manager || Mount Roofing & Structures Private Limited

Location: Bengaluru

Industry: Manufacturing

Experience: 810+ years

About Mount Roofing & Structures Private Limited

Mount Roofing & Structures Private Limited is looking for an experienced and dynamic HR Manager to lead and manage the HR function for its manufacturing organisation in Bengaluru.

The role will be responsible for driving end-to-end HR operations, plant/workforce management, employee relations, talent acquisition, performance management, statutory compliance, employee engagement, and HR initiatives, while partnering closely with senior leadership and business teams.

The ideal candidate should have strong and hands‑on experience in manufacturing/plant HR, with a sound understanding of workforce management, labour laws, statutory compliance, employee relations, and manufacturing-sector HR practices.

Key Responsibilities

1. HR Operations

• Manage end-to-end HR operations for the organisation.
• Ensure effective implementation of HR policies, processes, and systems.
• Oversee the complete employee lifecycle, including onboarding, confirmation, transfers, promotions, and exits.
• Maintain accurate employee records, HR documentation, and personnel files.
• Identify opportunities to improve HR processes, systems, and overall employee experience.

2. Manufacturing / Plant HR

• Manage HR activities in a manufacturing/plant environment.
• Partner with plant leadership and business heads on workforce planning and manpower requirements.
• Manage attendance, shifts, leave, workforce discipline, productivity, and manpower deployment.
• Monitor workforce productivity and identify areas for improvement.
• Address day‑to‑day employee concerns and ensure healthy employee relations.
• Support workforce engagement, retention, and capability‑building initiatives.

3. Employee Relations

• Act as a trusted HR partner to employees, managers, and leadership.
• Handle employee grievances and workplace concerns effectively and fairly.
• Manage disciplinary matters and support investigations wherever required.
• Ensure adherence to company policies, processes, and workplace standards.
• Work closely with managers to resolve people‑related issues and maintain a positive work environment.

4. Recruitment & Workforce Planning

• Lead manpower planning in alignment with business and operational requirements.
• Drive recruitment for critical, technical, managerial, and leadership positions.
• Partner with hiring managers to ensure timely closure of vacancies.
• Build and strengthen talent acquisition channels for manufacturing and technical talent.
• Monitor manpower costs and workforce requirements.
• Ensure effective onboarding and manpower deployment.

5. Performance Management

• Drive the organisations performance management and appraisal processes.
• Support managers in goal setting, performance reviews, and employee development.
• Identify performance gaps and support corrective action and PIP processes.
• Develop initiatives focused on employee productivity, accountability, and capability building.

6. Compensation & Benefits

• Manage compensation, payroll coordination, increments, incentives, and employee benefits.
• Ensure accurate and timely payroll inputs.
• Support salary benchmarking and periodic compensation reviews.
• Ensure adherence to compensation policies and approved manpower budgets.

7. Statutory Compliance & Labour Laws

• Ensure compliance with applicable labour and employment laws and regulations.
• Manage statutory requirements relating to PF, ESI, Gratuity, Bonus, Shops & Establishments, Contract Labour, and other applicable regulations.
• Maintain statutory registers, records, notices, and documentation.
• Coordinate with external consultants, auditors, and statutory authorities wherever required.
• Ensure timely completion of statutory filings, renewals, audits, and compliance requirements.
• Stay updated on changes in applicable labour laws and advise management on required actions.

8. Learning & Employee Engagement

• Identify training and development requirements across functions.
• Coordinate learning, technical, behavioural, and capability‑building initiatives.
• Drive employee engagement and retention initiatives.
• Support leadership development and succession planning.
• Build initiatives that strengthen employee culture, communication, and workplace engagement.

9. HR MIS & Analytics

• Prepare and present regular HR MIS and workforce reports to management.
• Track key HR metrics including: Headcount and manpower costs, Attrition and retention, Absenteeism, Recruitment and time‑to‑hire, Workforce productivity, Employee engagement, Training and development.
• Analyse HR data and provide actionable insights and recommendations to management.

Key Skills & Competencies

• Strong hands‑on experience in manufacturing/plant HR
• Strong understanding of labour laws and statutory compliance
• Excellent employee relations and grievance‑handling skills
• Experience in workforce planning and manpower management
• Strong understanding of manufacturing workforce dynamics
• Strong recruitment and talent acquisition capabilities
• Excellent communication and stakeholder management skills
• Ability to work closely with senior management, plant heads, and business leadership
• Strong problem‑solving and decision‑making abilities
• Ability to handle sensitive employee and disciplinary matters with maturity
• Hands‑on approach with the ability to balance strategic and operational HR
• Strong knowledge of HR processes, policies, systems, and HR MIS

Educational Qualification

• MBA/PGDM in Human Resources or equivalent qualification.
• Graduation in any relevant discipline.

Experience

• 810+ years of overall HR experience
• Candidates with significant experience in manufacturing/plant HR will be strongly preferred.
• Experience handling workforce-intensive manufacturing environments will be an advantage.
• Candidates who have independently managed a broad HR function and partnered with senior management will be preferred.

What We Are Looking For

We are looking for an HR professional who can take complete ownership of the HR function, work closely with business and plant leadership, and build a strong, compliant, and effective people function.

The successful candidate should be hands‑on, mature, commercially aware, and comfortable working in a fast‑paced manufacturing environment, with the ability to manage both day‑to‑day HR operations and long‑term people initiatives.