Manager Hrbp

Lloyds Metals & Energy Limited; Ghugus; On-site; INR 1,200,000 - 2,100,000; Full time

Job summary

Lloyds Metals & Energy Limited – LMEL Unit 1, Ghugus, Chandrapur, Maharashtra – invites an experienced Manager - Human Resources to partner with unit leadership and drive people strategies across talent, performance, and industrial relations.

The role focuses on end-to-end talent pipelines, robust PMS, workforce planning, onboarding, and ER/IR to align people initiatives with plant productivity and compliance. MBA/IR required with 8–14 years in manufacturing HR.

Qualifications

• MBA/PGDM in HRM or Industrial Relations required.
• 8–14 years in core HR, preferably in plant/manufacturing.
• Knowledge of PMS frameworks, labor laws, ER practices, and HRIS/ATS.

Responsibilities

• Partner with unit leadership to align HR solutions with business goals.
• Design workforce planning, recruitment lifecycle, onboarding, and succession.
• Drive PMS cycles, KPI alignment, calibration, and PIP management.
• Maintain positive employee relations and ensure regulatory compliance.

Skills

HRBP

Strategic thinking

Stakeholder management

Leadership

Negotiation

Conflict resolution

Data-driven decision making

Education

MBA / PGDM HRM or IR

Tools

HRIS

ATS

HR analytics

Job description

Job Description: Manager - Human Resources (LMEL Unit 1)

Position Title: Manager - Human Resources

Business Unit / Location: LMEL - Unit 1 ( Ghugus, Chandrapur, Maharashtra)

Reports To: AGM- HR

Department: Human Resources

1. Position Summary

The Manager - HR for LMEL Unit 1 will serve as a strategic HR Business Partner (HRBP) and functional operational lead for the manufacturing unit. This role is responsible for driving the overall talent strategy, managing end-to-end Talent Pipelines, executing robust Performance Management Systems (PMS), and maintaining harmonious Employee & Industrial Relations. The incumbent will align human capital strategies with plant productivity, compliance, organizational development, and business objectives.

2. Key Responsibilities

A. HR Business Partnering (HRBP) & Strategy

• Partner closely with Unit leadership and functional heads to understand business goals and align HR solutions with operational strategies.
• Function as a trusted advisor to management and employees on workplace policies, organizational structures, and workforce planning.
• Analyze key HR metrics (turnover rates, productivity, cost per hire, engagement scores) to drive data-informed decisions and strategic improvements.
• Lead change management initiatives, organizational restructuring, and culture transformation projects across Unit 1.

B. Talent Pipeline Management & Workforce Planning

• Design and execute strategic workforce planning and headcount budgeting for Unit 1 across technical, managerial, and operational roles.
• Build and nurture robust talent pipelines for critical roles through proactive sourcing, campus placements, referral programs, and industry networking.
• Manage end-to-end recruitment life cycles, ensuring optimized time-to-fill, cost-to-hire, and high candidate quality.
• Oversee structured onboarding and induction programs to ensure seamless integration and rapid time-to-productivity for new hires.
• Establish succession planning initiatives for key technical and leadership positions within the unit.

C. Performance Management System (PMS)

• Drive the annual and mid-year Performance Management System cycles across all departments in Unit 1.
• Guide and train line managers on setting SMART goals, Key Performance Indicators (KPIs), and Key Result Areas (KRAs).
• Facilitate objective calibration sessions to ensure fairness, consistency, and alignment across operational divisions.
• Manage Performance Improvement Plans (PIPs) for underperforming employees with structured mentoring, feedback, and tracking mechanisms.
• Align performance outcomes with rewards, recognition, merit increments, and career progression frameworks.

D. Employee Relations (ER) & Industrial Climate

• Maintain a positive, productive, and harmonious workplace environment by proactively addressing employee concerns and grievances.
• Conduct internal workplace investigations in compliance with company policies, labor laws, and ethical standards.
• Ensure strict compliance with local, state, and central labor laws, statutory regulations, and safety codes applicable to Unit 1.
• Design and drive targeted employee engagement initiatives, recognition programs, and wellness activities to enhance retention and morale.
• Serve as a bridge between shop-floor staff, staff employees, and senior leadership to foster open communication and transparent workplace culture.

3. Key Performance Indicators (KPIs)

Focus Area

Key Metric

Target / Objective

Talent Acquisition

Time-to-Fill & Offer Acceptance Rate

Fill critical positions within target SLAs with >85% acceptance rate.

Performance Management

PMS Completion & Goal Alignment

100% timely goal setting and evaluation completion across Unit 1.

Employee Retention

Attrition Rate & Early Attrition

Maintain unit attrition rate below predefined industry benchmark.

Employee Relations

Grievance Resolution SLA

>90% of formal grievances resolved within statutory/internal timelines.

Compliance

Audit & Legal Compliance Score

100% adherence to labor laws and internal compliance standards.

4. Profile & Qualification Requirements

• Education: MBA / Post Graduate Diploma in Human Resource Management or Industrial Relations.
• Experience: 8 to 14 years of core HR experience, preferably in plant/manufacturing or industrial operations environments.
• Technical Competencies:
• In-depth knowledge of PMS frameworks (OKRs, KPIs, 360-degree feedback).
• Strong understanding of labor laws, statutory compliance, and ER practices.
• Proficiency in HRIS platform management, ATS software, and HR analytics.
• Behavioral Competencies:
• Strong strategic thinking and business acumen.
• Exceptional interpersonal, negotiation, and conflict-resolution skills.
• Demonstrated capability in stake-holder management and empathetic leadership.