Lead - HR Business Partner - Plant

skyroot.in; Hyderabad; On-site; INR 1,200,000 - 1,800,000; Full time

Job summary

Skyroot Aerospace Private Limited is hiring a strategic HR partner for its plant operations. You will drive workforce planning, organizational effectiveness, employee relations, and a high-performance culture across technicians, operators, and frontline staff.

You will partner with manufacturing leadership to build a scalable, compliant, and productivity-focused workforce aligned with aerospace production goals.

Qualifications

• Hands-on plant HR management for blue-collar workforces.
• Strong knowledge of labour laws and compliance.
• Experience in workforce planning and HR operations.
• Ability to partner with plant leadership and deliver HR solutions.
• Experience in aerospace, automotive, or heavy manufacturing is a plus.

Responsibilities

• Strategic HR partnering with plant operations to align people plans with business goals.
• Manage blue-collar workforce, shift deployment, attendance, and staffing.
• Handle employee relations, disciplinary matters, and liaise with authorities.
• Lead talent acquisition, onboarding, and workforce planning activities.
• Drive performance management, productivity, and incentive programs.
• Oversee learning, development, succession planning, and capability building.
• Drive engagement, culture, retention, and shop-floor communication.
• Collaborate on compensation, benefits, payroll inputs, and HR data.
• Ensure safety, compliance, and cross-functional collaboration on audits.

Skills

Plant HR

Industrial relations

Workforce planning

HR analytics

Talent acquisition

Education

Bachelor’s or Master’s in HR

Job description

Skyroot Aerospace Private Limited | Full time

Skyroot Aerospace is a National award-winning growth-stage start-up, founded by former ISRO scientists.

Our mission is to open space for all by providing affordable, reliable, and responsive space launch solutions.

We are a close-knit team of Space professionals building leading space launch vehicles and solutions from India for the world.

Job Description

Role Purpose

To serve as the strategic HR partner for Skyroot Aerospace’splant operations, driving workforce planning, organizational effectiveness,employee relations, workforce productivity, talent development, and ahigh-performance culture.

The role requires a strong blend of strategic HR businesspartnering and hands-on plant HR management, including extensive experiencemanaging blue-collar workforces, frontline supervisors, technicians, andmanufacturing employees. The incumbent will partner closely with manufacturingleadership to build a scalable, disciplined, safe, and performance-drivenworkforce aligned with the company’s aerospace manufacturing and productiongoals.

Key Responsibilities

1. Strategic HR Business Partnering

• Partnerwith manufacturing, production, quality, supply chain, and operationsleaders to align people strategies with business objectives.
• Translatemanufacturing plans, production schedules, and capacity requirements intoworkforce and people plans.
• Advisebusiness leaders on organization structure, manpower deployment, spans ofcontrol, succession planning, and organizational effectiveness.
• Drivechange management, workforce transformation, and HR initiatives to supportbusiness growth and operational excellence.
• Usepeople analytics and workforce metrics to identify risks, improveproductivity, and support data-driven decision-making.

2. Plant HR & Blue-Collar Workforce Management

• Ownend-to-end HR management for plant operations, covering technicians,operators, contract workers, supervisors, and other frontline employees.
• Drivemanpower planning, shift-wise deployment, attendance, overtime management,absenteeism control, and workforce utilization.
• Partnerwith production leaders to ensure adequate staffing against productiontargets, operational priorities, and changing capacity requirements.
• Establisheffective shop-floor communication mechanisms, employee connectinitiatives, grievance redressal systems, and workforce engagementpractices.
• Buildstrong relationships with frontline employees and supervisors to fosterdiscipline, accountability, collaboration, and operational continuity.

3. Employee Relations & Industrial Relations

• Manageemployee relations, disciplinary matters, grievance resolution, workplaceconflicts, and investigations with fairness and consistency.
• Handleindustrial relations, labour law compliance, statutory requirements,inspections, and liaison with relevant authorities, as applicable.
• Overseecontract labour management in partnership with Administration,Procurement, and relevant business teams.
• Ensurecompliance with applicable employment legislation, wage and working-hourrequirements, social security provisions, and workplace policies.
• Identifyemerging employee relations risks and proactively implement measures tomaintain a stable and productive workplace.

4. Talent Acquisition & Workforce Planning

• Partnerwith Talent Acquisition to develop hiring plans for technicians,operators, supervisors, and manufacturing leadership roles.
• Forecastworkforce demand based on production capacity, project milestones, shiftrequirements, and future expansion.
• Drivetimely hiring, onboarding, deployment, and integration of manufacturingemployees.
• Developworkforce sourcing strategies, including ITIs, diploma institutions,apprenticeships, and other relevant talent pipelines.
• Monitorhiring effectiveness, time-to-fill, workforce availability, attrition, andhiring costs.

5. Performance Management & Productivity

• Driveperformance management for manufacturing teams, ensuring clear goals,measurable KPIs, periodic reviews, and accountability.
• Partnerwith functional leaders to establish performance measures relating toproductivity, quality, attendance, safety, and operational efficiency.
• Identifyperformance gaps and implement improvement plans in collaboration withmanagers and supervisors.
• Supportincentive and recognition programs aligned with productivity, quality,safety, and business outcomes.
• Monitorovertime, absenteeism, attrition, and manpower cost trends and recommendcorrective actions.

6. Learning, Capability Development & SuccessionPlanning

• Identifycapability gaps across technicians, operators, supervisors, andmanufacturing managers.
• Partnerwith technical and functional teams to develop training plans coveringtechnical skills, quality standards, safety, process discipline, andleadership capabilities.
• Strengthenfrontline leadership through supervisor development, people-managementtraining, and coaching.
• Drivecross-skilling, multi-skilling, internal mobility, and career progressionfor shop-floor employees.
• Developsuccession plans for critical plant positions and build a sustainablepipeline of skilled talent.

7. Employee Engagement, Culture & Retention

• Driveemployee engagement, workforce communication, recognition, and retentioninitiatives across manufacturing operations.
• Conductemployee connect sessions, pulse surveys, focus groups, and exitinterviews to understand workforce concerns.
• Developtargeted retention strategies for critical skills and hard-to-replacemanufacturing talent.
• Fostera culture of ownership, teamwork, continuous improvement, inclusion, andaccountability.
• Partnerwith leaders to strengthen employee morale during periods of growth,change, and increased production demand.

8. Compensation, Benefits & HR Operations

• Partnerwith Compensation & Benefits teams on salary structures, wagerevisions, incentives, benefits, and internal pay equity.
• Ensureaccurate and timely management of HR processes related to attendance,leave, payroll inputs, employee records, and workforce reporting.
• Supportworkforce budgeting, manpower cost forecasting, and periodic costoptimization initiatives.
• Ensureeffective administration of employee lifecycle processes, includingonboarding, transfers, promotions, disciplinary actions, and separations.
• Maintainaccurate HR data, documentation, policies, and audit-ready records.

9. Safety, Compliance & Cross-FunctionalCollaboration

• Partnerwith EHS, Quality, Security, Administration, and Operations teams tostrengthen workplace safety, discipline, and compliance.
• Promotea safety-conscious culture and ensure HR processes support mandatorytraining, appropriate conduct, and adherence to site requirements.
• Supportworkforce readiness for audits, operational reviews, and applicablestatutory inspections.
• Participatein cross-functional initiatives to improve shop-floor effectiveness,employee experience, and operational reliability.

Requirements

Qualifications & Experience

• Bachelor’sor master’s degree in human resources, Business Administration, IndustrialRelations, or a related discipline.
• 8+years of progressive HR experience, with substantial experience in a manufacturing or industrial environment.
• Mandatoryhands-on experience managing plant HR and blue-collar workforces,including technicians, operators, contract workers, and frontlinesupervisors.
• Strongworking knowledge of labour laws, industrial relations, statutorycompliance, and contract labour management.
• Experiencein workforce planning, performance management, employee engagement, talentacquisition, and HR operations.
• Demonstratedability to partner with plant leadership and translate operationalpriorities into effective HR solutions.
• Experiencein aerospace, automotive, precision engineering, electronics, heavyengineering, or other complex manufacturing environments will be anadvantage.
• Strongbusiness acumen and strategic HR partnering.
• Hands-onplant HR and blue-collar workforce management.
• Employeerelations, conflict resolution, and stakeholder management.
• Analyticalthinking and data-driven decision-making.
• Workforceproductivity and cost optimization.
• Changemanagement and organizational effectiveness.
• Strongcommunication, influencing, and leadership skills.
• Abilityto operate effectively in a fast-paced, high-growth manufacturingenvironment.