Manager
Hindustan Platinum
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Job summary
Hindustan Platinum Pvt. Ltd. (HPPL) in Navi Mumbai seeks a seasoned Manager HR Operations & Industrial Relations to independently lead end-to-end HR operations and IR at the plant level. You will drive payroll, time office, governance and statutory compliance while managing union relationships and industrial relations strategy.
The role requires 10–15 years of progressive HR operations and IR experience in a manufacturing setup, with strong labour law knowledge and a proactive, hands-on approach.
Qualifications
- Graduation in any discipline.
- Full-Time MBA/PGDM in Human Resources, Industrial Relations or Personnel Management (Mandatory).
Responsibilities
- Lead end-to-end HR Operations and Industrial Relations at plant level.
- Manage payroll processing, attendance, leave, HRMS and employee lifecycle processes.
- Oversee union management, wage settlements and collective bargaining when required.
- Ensure compliance with central and state labour laws and statutory obligations.
- Provide IR guidance to plant leadership and ensure governance and compliance.
Skills
Education
Tools
Job description
Manager:
Company: Hindustan Platinum Pvt. Ltd. (HPPL)
Department: Human Resources
Designation: Manager HR Operations & Industrial Relations
Experience: 1015 years
Educational Qualification: Graduation with a Full-Time MBA/PGDM in Human Resources / Industrial Relations (Mandatory)
Industry Preference: Chemical Manufacturing, Specialty Chemicals, Refining, Metallurgy, Engineering or other Process Manufacturing Industries
To independently lead and manage end-to-end HR Operations and Industrial Relations at the plant level, ensuring efficient HR service delivery, robust statutory compliance, harmonious employee and union relations, and effective workforce management.
The incumbent will be responsible for driving operational excellence across core HR processes, managing union relationships, ensuring adherence to applicable labour laws, handling employee and industrial relations matters, and strengthening HR governance and compliance.
The role demands a mature, proactive and hands-on HR professional with strong business understanding, sound judgement and the ability to independently navigate the operational and industrial relations complexities of a manufacturing environment.
- Independently manage end-to-end HR operations covering employee records, attendance, leave administration, payroll coordination, benefits administration, employee movements, separation and full-and-final settlements.
- Ensure seamless execution of HR processes, maintaining accuracy, timeliness, transparency and adherence to organizational policies.
- Establish robust HR operational controls, standard operating procedures and service delivery mechanisms.
- Identify and implement process improvements, automation and digitisation initiatives to enhance HR efficiency and employee experience.
- Ensure accurate and updated employee master data, personnel files and records in HRMS and other relevant systems.
- Oversee payroll processing, validation and reconciliation, ensuring timely and accurate salary disbursement and statutory deductions.
- Manage time office operations, including attendance, shift schedules, overtime, leave records and related workforce administration.
- Monitor absenteeism, overtime trends, manpower deployment and workforce utilisation, initiating appropriate corrective actions in collaboration with functional heads.
- Ensure adherence to established processes for payroll inputs, salary revisions, benefits, recoveries and employee settlements.
- Independently manage day-to-day industrial relations, ensuring constructive engagement with recognised unions and workmen.
- Build and sustain professional relationships with union representatives, shop-floor leadership and employees to promote mutual trust and industrial harmony.
- Actively participate in union negotiations, wage settlements, collective bargaining discussions and implementation of agreed settlements.
- Anticipate potential industrial relations concerns, proactively address emerging issues and facilitate timely resolution to minimise disruptions to plant operations.
- Ensure effective implementation and monitoring of settlement provisions, standing orders, service conditions and related employee agreements.
- Provide practical IR guidance and support to plant leadership on sensitive workforce and employee relations matters.
- Ensure compliance with applicable central and state labour laws, statutory regulations and relevant provisions governing manufacturing establishments.
- Demonstrate sound working knowledge of statutory requirements relating to wages, social security, working hours, employment conditions, industrial relations, factory operations and contract labour.
- Ensure timely statutory filings, payments, maintenance of registers, returns, notices and other mandatory records.
- Monitor legislative and regulatory developments and proactively implement necessary changes in HR policies, processes and compliance practices.
- Coordinate with internal stakeholders, legal advisors and external agencies to ensure statutory obligations are fulfilled effectively.
- Establish preventive compliance checks and controls to minimise statutory and regulatory risks.
- Manage employee grievances, complaints and workplace concerns with fairness, confidentiality and timely resolution.
- Independently handle disciplinary matters, including misconduct cases, show-cause notices, charge sheets and domestic enquiry processes in accordance with applicable laws and procedures.
- Support line managers in maintaining workforce discipline, appropriate workplace conduct and adherence to organizational policies.
- Facilitate effective employee communication and initiatives that contribute to a positive and productive plant work environment.
- Proactively identify employee relations concerns and recommend practical, balanced solutions aligned with business and employee interests.
- Oversee contract labour administration and ensure adherence to applicable statutory and regulatory requirements.
- Monitor contractor compliance relating to wages, social security contributions, attendance, statutory documentation and other employment obligations.
- Coordinate with contractors, administration, procurement and functional teams to ensure effective contract workforce management.
- Conduct periodic compliance reviews, identify gaps and drive timely closure of corrective actions.
- Ensure proper maintenance of contractor-related records and documentation for statutory and customer audits.
- Lead and facilitate HR and IR-related statutory inspections, internal audits, external certification audits and customer compliance audits.
- Ensure audit readiness through systematic documentation, process controls, statutory records and compliance evidence.
- Act as the HR point of contact for labour authorities, factory inspectors, regulatory bodies and other relevant government departments.
- Coordinate responses to audit observations, notices and compliance-related queries, ensuring appropriate and timely closure.
- Maintain effective working relationships with external authorities, consultants and legal advisors while safeguarding organizational interests.
- Develop and publish accurate monthly HR Operations and IR MIS covering payroll, headcount, absenteeism, overtime, employee grievances, disciplinary cases and statutory compliance.
- Analyse workforce trends, operational gaps and emerging IR risks, providing actionable insights to HR and plant leadership.
- Establish and monitor HR operational KPIs, ensuring timely corrective interventions wherever required.
- Review existing HR policies, SOPs and processes and recommend improvements to strengthen efficiency, governance and employee experience.
- Drive timely closure of operational issues, audit observations and HR-related action points.
- Work closely with plant leadership, functional heads, supervisors and employees to understand operational challenges and provide practical HR solutions.
- Act as a trusted HR partner on workforce management, employee relations, compliance and industrial relations matters.
- Influence stakeholders to ensure consistent implementation of HR policies, processes and statutory requirements.
- Demonstrate the ability to balance employee concerns, operational requirements and organizational interests while maintaining sound judgement and professionalism.
Key Performance Indicators (KPIs) Performance Area Key Measurement HR Operations Efficiency Accuracy and timely completion of HR transactions, employee lifecycle processes and service delivery Payroll & Time Office Payroll accuracy, timely processing, attendance and overtime controls Statutory Compliance Timely completion of statutory obligations, compliance adherence and prevention of non-compliances Industrial Relations Effective union engagement, timely resolution of IR matters and maintenance of industrial harmony Employee Relations Grievance resolution timelines, disciplinary case management and closure of employee concerns Contract Labour Compliance Contractor compliance adherence, documentation accuracy and closure of identified gaps Audit & Governance Audit readiness, number of observations and timely closure of corrective actions HR MIS & Process Improvement Accuracy and timeliness of MIS, process improvements implemented and operational issue resolution Stakeholder Management Responsiveness, effectiveness of HR support and stakeholder feedback
- Graduation in any discipline from a recognised university.
- Full-Time MBA/PGDM in Human Resources, Industrial Relations or Personnel Management Mandatory.
- 10-15 years of progressive, hands-on experience in HR Operations and Industrial Relations within a manufacturing/plant environment.
- Demonstrated experience in managing HR operations in a unionised manufacturing setup , including direct engagement with unions and workmen.
- Practical experience in union negotiations, wage settlements, grievance resolution and disciplinary procedures.
- Strong working knowledge of Indian labour laws, statutory compliance, factory-related regulations and contract labour management.
- Proven experience in managing payroll, time office operations, HR processes, statutory audits and external liaison.
- Experience in chemical, refinery, metallurgical or process manufacturing industries will be an added advantage.
- HR Operations Expertise: Strong understanding of employee lifecycle processes, payroll, attendance, time office administration, HRMS and HR governance.
- Industrial Relations & Union Management: Ability to independently manage union relationships, employee disputes, wage negotiations and complex shop-floor IR situations.
- Labour Law & Statutory Compliance: Strong practical knowledge of applicable labour legislation, regulatory requirements and compliance management.
- Negotiation & Conflict Resolution: Ability to handle sensitive discussions and resolve disputes through balanced, practical and legally sound solutions.
- Stakeholder Management: Confidence and maturity to engage effectively with plant leadership, functional heads, union representatives, employees and external authorities.
- Operational Excellence: Strong process orientation, attention to detail and ability to drive consistent, timely and error-free HR operations.
- Analytical & Problem-Solving Ability: Ability to interpret workforce data, anticipate operational and IR risks and implement effective solutions.
- Digital Proficiency: Strong working knowledge of HRMS, MS Excel, HR MIS and reporting systems.
We are looking for a seasoned, hands-on and self-driven HR Operations & Industrial Relations professional with strong exposure to unionised manufacturing environments and a thorough understanding of applicable labour laws and statutory requirements.
The ideal candidate should be a proactive self-starter and go-getter , capable of independently managing complex operational and industrial relations matters, anticipating challenges and driving issues to closure without constant supervision.
The incumbent must demonstrate maturity, sound judgement, strong interpersonal and negotiation skills, and the ability to build credibility with plant leadership, employees, union representatives and external stakeholders.
The individual should be equally comfortable managing critical HR processes, engaging directly with workmen and unions on the shop floor, dealing with statutory authorities and advising business leaders on sensitive employee matters.
Success in this role will be measured not merely by efficient HR administration, but by the ability to maintain industrial harmony, ensure statutory compliance, strengthen HR processes and provide dependable, proactive HR support to plant operations.
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