Sr. Manager - HR & Administration

Shavish Group; Dharuhera; On-site; INR 2,500,000 - 4,200,000; Full time

Job summary

Shavish Group in Dharuhera, Haryana, is seeking an experienced Manager - HR & Administration to lead HR, IR, ER, and statutory compliance at the manufacturing facility. The role partners with plant leadership to drive workforce effectiveness, compliance, and strategic people initiatives.

Ideal candidates have 15–20 years in manufacturing HR, with strong IR exposure, union liaison, and workforce governance. This position focuses on HR operations, governance, and administration at the Dharuhera

Qualifications

• MBA/PGDM in Human Resources from a recognized institute.
• Additional certification in Labour Laws / Industrial Relations preferred.

Responsibilities

• Lead HR, IR, ER, statutory compliance and administration at Dharuhera plant.
• Oversee end-to-end HR operations including manpower planning, attendance, payroll inputs and documentation.
• Drive wage negotiations, settlements and union management for a manufacturing workforce.
• Ensure compliance with all applicable labour laws and new Labour Codes.
• Lead talent development, succession planning and performance management initiatives.
• Coordinate contractor labour management and safety & compliance across the plant.

Skills

Industrial Relations

Union Management

Wage Negotiations

Statutory Compliance

Contract Labour

Talent Development

Employee Engagement

Plant Administration

Education

MBA/PGDM in HR

Labour Laws / Industrial Relations certification

Job description

We are hiring for Manager - HR & Administration for Dharuhera, Haryana .

Manager - HR & Administration

Location: Dharuhera, Haryana
Department: Human Resources & Administration
Reporting To: GM HR

Position Summary

We are seeking an experienced Manager - HR & Administration to lead the HR, IR, ER, statutory compliance, and administration functions at its Dharuhera manufacturing facility. The role requires a seasoned HR professional with strong exposure to manufacturing environments, unionized workforces, industrial relations, talent management, and statutory compliance. The incumbent will act as a strategic business partner to plant leadership while ensuring a harmonious industrial climate, operational excellence, and workforce productivity.

Key Responsibilities

1. Industrial Relations & Employee Relations

• Maintain harmonious industrial relations and ensure uninterrupted plant operations.
• Develop and sustain constructive relationships with trade unions, worker representatives, and employee forums.
• Lead wage negotiations, long-term settlements (LTS), and collective bargaining processes.
• Handle labor disputes, disciplinary proceedings, domestic inquiries, and grievance redressal mechanisms.
• Drive employee engagement initiatives to improve productivity, morale, and retention of workmen.
• Ensure timely closure of employee grievances and workforce concerns.
• Support management during labor inspections, conciliation proceedings, and labor court matters.

2. Union Management

• Manage a unionized workforce and maintain positive engagement with union leadership.
• Monitor changing labor regulations and their impact on wage structures and workforce costs.

3. HR Operations & Workforce Management

• Oversee end-to-end employee lifecycle management from hiring to separation.
• Manage manpower planning for permanent, trainee, apprentice, and contract workforce.
• Drive attendance management, shift planning, leave administration, and workforce deployment.
• Ensure smooth payroll inputs, final settlements, and employee documentation.
• Develop HR dashboards, MIS reports, and workforce analytics for management review.

4. Talent Acquisition & Organization Development

• Lead recruitment for shop-floor, staff, and managerial positions.
• Build talent pipelines for critical manufacturing and technical roles.
• Partner with business leaders to identify future leadership requirements.
• Develop competency frameworks and career progression plans.
• Drive employer branding initiatives to attract manufacturing talent.

5. Succession Planning & Talent Development

• Design and implement succession planning for critical plant and leadership positions.
• Identify high- potential employees and create development plans.
• Establish leadership development and capability-building programs.
• Drive performance management processes, talent reviews, and individual development plans.
• Coordinate learning and development initiatives aligned with business goals.

6. Statutory Compliance & Legal Governance

• Oversee compliance with all applicable labor laws and employment regulations.
• Handle audits, inspections, and legal proceedings related to labor matters.
• Knowledge of New Labour Codes (Wage Code, Industrial Relations Code, Social Security Code, OSH Code)

7. Contract Labour Management

• Manage contractor engagement, compliance, and workforce deployment.
• Conduct periodic contractor audits and compliance reviews.
• Ensure compliance with all legal and safety requirements for contract labor.
• Monitor contractor productivity, attendance, and cost optimization.

8. Performance Management & Employee Engagement

• Implement performance management systems aligned with business objectives.
• Drive reward and recognition programs across all employee categories.
• Monitor attrition, absenteeism, and employee satisfaction levels.
• Implement initiatives to strengthen organizational culture and engagement.

9. Administration & Facility Management

• Oversee plant administration, security, transport, canteen, housekeeping, and facility services.
• Manage vendor contracts and administration budgets.
• Ensure smooth functioning of all employee welfare facilities.
• Drive workplace discipline, safety awareness, and adherence to company policies.

10. HR Strategy & Governance

• Partner with plant leadership to drive business-aligned people strategies.
• Prepare annual manpower budgets and HR operating plans.
• Support organizational restructuring, change management, and workforce transformation initiatives.
• Lead HR digitization and process improvement projects.

Desired Candidate Profile

Qualification

• MBA / PGDM in Human Resources from a recognized institute.
• Additional certification in Labour Laws / Industrial Relations preferred.

Experience

• 15-20 years of progressive HR experience in manufacturing organizations.
• Minimum 5 years in a leadership position managing plant HR.
• Strong experience in:
• Industrial Relations
• Union Management
• Wage Negotiations & Settlements
• Statutory Compliance
• Contract Labour Management
• Succession Planning
• Employee Relations
• Plant Administration