Manager HRBP & Plant HR Manager

Manager HRBP & Plant HR Manager

Mgr I HR Business Partners

Human Resources

Head of HR & Plant Head

3

The Plant HR Manager is a strategic and hands-on HR leader responsible for managing all aspects of the human resources function at the manufacturing plant. This role balances local operational HR needs with corporate global HR strategies. It involves managing complex unionized environments, ensuring labor compliance, and integrating global HR systems and processes. The HR Manager will act as both an advisor to senior leadership and a champion of employee engagement, driving continuous improvement in HR practices and workplace culture.

Key Responsibilities:
1. Industrial Relations / Union Engagement

Union Negotiations & Relationship Building:

o Lead proactive dialogue with works committee /union representatives, preparing for and executing collective bargaining negotiations if applicable.
o Build a positive relationship with works committee / union leadership to maintain a collaborative and transparent working environment.

Grievance & Disciplinary Management:

o Serve as the primary point of contact for employee grievances, ensuring that issues are resolved in accordance with company policy and labor laws.
o Manage the disciplinary process, from investigation to resolution, while ensuring fairness and compliance with union agreements/ Standing Orders.

Compliance & Regulatory Oversight:

o Maintain strict adherence to local labor laws, statutory guidelines, and industry standards (e.g., Factories Act, Shops & Establishment Act, ESI, PF, Gratuity).
o Prepare for and manage labor inspections, audits, and inquiries from government agencies, ensuring that all union-related issues are properly documented and addressed.
2. Talent Acquisition & Workforce Planning

End-to-End Recruitment:

o Oversee the recruitment process for both blue-collar and white-collar roles, working with recruiters and other internal partners to select the best-fit talent.
o Use global HR platforms to track recruitment metrics and optimize hiring strategies in discussions with TA team.

Strategic Workforce Planning:

o Conduct thorough workforce planning exercises to forecast staffing needs, including succession planning for critical roles.
o Collaborate with plant leadership and global HR teams to develop a strategy that balances short-term operational needs with long-term growth goals.

Diversity, Equity, and Inclusion (DEI):

o Drive initiatives that promote an inclusive work environment, ensuring diverse talent pools are considered during recruitment and promotion processes.

4. Learning & Development (L&D) Pillar - BPS

Skills Development & Training Programs:

o Identify skill gaps and coordinate with the Learning & Development teams to design and implement targeted training programs for technical and soft skills.
o Leverage global learning frameworks and e-learning modules to ensure consistent training quality across locations.

Performance Enhancement:

o Establish and maintain robust performance management systems, ensuring that periodic evaluations are conducted to foster continuous improvement and career development.

Leadership Development:

o Support the development of leadership capabilities within the plant, preparing mid-level managers and supervisors for future leadership roles.

5. Employee Engagement & Culture Building

Employee Experience:

o Design and execute programs that enhance employee satisfaction and retention, such as recognition schemes, wellness initiatives, and social events that align with both local culture and global HR values.

Change Management:

o Act as a catalyst for change by effectively communicating organizational changes, aligning employee perspectives

Organizational Development:

o Promote a culture of continuous improvement by facilitating employee feedback sessions, conducting regular employee engagement surveys, and analyzing feedback to implement strategic improvements.
6. Contract Labour Management :

Liaise with External Vendors – Agreements and their deployment in discussion with Plant Manager

Productivity Improvements

The engagement and wellness of the staff

Welfare and Safety of the Contract Labour

7. Global HR System Integration & Alignment

Standardization of HR Processes:

o Adapt global HR policies and best practices to the local context, ensuring consistency while addressing unique plant needs.
o Monitor adherence to global HR standards in performance reviews, succession planning, and employee development initiatives.

Data Management & Reporting:

o Generate regular HR dashboards and performance metrics, providing insights to both plant leadership and India Leadership.
o Utilize data analytics to identify trends, forecast workforce needs, and develop strategic initiatives that drive operational excellence.
8. Boundary management and CSR :

Engage effectively with the community and drive employee volunteering

Improve Bunge's outcomes by making data-driven decisions, keeping the customer at the forefront of all they do, and proactively gaining insight into the global strategy.
Collaborate, effectively communicate with others and take initiative to continually develop themselves.
Pursue opportunities to solve problems and take action while maintaining the ability to manage work, even in times of challenge or change.

Industrial & Employee Relations:

Expertise in negotiating union contracts, managing grievances, and fostering a cooperative labor-management relationship.

Analytical & Strategic Thinking:

Capacity to utilize data-driven insights for decision-making and to anticipate future workforce trends.

Change Management:

Strong skills in managing organizational change, guiding employees through transitions, and aligning change with strategic goals.

Communication & Leadership:

Excellent interpersonal and communication skills, with the proven ability to build rapport at all organizational levels.

Ethical Judgment & Compliance:

Sound understanding of legal frameworks and adherence to ethical practices in HR management.

Technical profeciency - Strong command of HRIS platforms (e.g., SAP SuccessFactors) and proficiency in using data analytics tools.
Additional responsibility : • Crisis & Conflict Management:
o Lead the plant’s response to any crisis or conflict situation, coordinating with country HR, legal, and senior management teams.

Benchmarking & Continuous Improvement:

o Stay informed on industry best practices and legal developments, continuously benchmarking internal practices against global standards.

Diversity & Inclusion Advocacy:

Actively promote a diverse and inclusive work culture, ensuring that local DEI standards are translated into tangible local initiatives.

Education:

o MBA/PGDM in Human Resources Management or a related field.

Experience:

o 10–15 years of progressive HR experience, with a minimum of 4–5 years in a unionized (multiple) manufacturing plant or industrial setting.
o Proven experience working multinational HR systems and processes.

Technical Proficiency:

o Strong command of HRIS platforms (e.g., SAP SuccessFactors) and proficiency in using data analytics tools.