Plant HR |UHRM

Roles and Responsibilities
A. Business Partnering:
a) Deploy and deliver HR strategy in line with the annual supply chain plan including targets on cost,
productivity, innovation, and safety.
b) Recommend long term site specific strategic plans and thereby assessing the impact on Human
Resource for future business direction.
c) Co-ordinate and direct the factory and co-packer operations to achieve business KPIs.
d) Guard and ensure the application of all Policies and governance requirements at Supply
Units.
B. Manpower planning, development and FTC recruitment and talent retention management for unit:
a) To ensure that there is right talent at the right spot to deliver business results.
b) Translating business objectives and plans into future HR resource needs, skill gaps and creating
FTC manpower plan.
c) Designing and managing key support systems – succession plans, mentoring schemes, coaching
framework, induction etc- Monitoring and administering recruitment processes and procedures.
d) Establish manpower requirement (Skill-wise numbers) for the unit based on plans, machine
manning.
e) Translate manpower plans into recruitment plans specially for seasonal FTCs.
f) Identify sources of recruitment and maintain data bank of job aspirants.
g) Design/modify tests/other assessment instruments for checking the skills and attitudes of the
candidates.
h) Conduct prelim screening of candidates to assess suitability.
i) Facilitate recruitment, induction, and deployment of temporary workmen.
j) Performance monitoring of new recruits to assess the effectiveness of the recruitment process.
k) Organize induction training for new recruits including classroom, practical and on-the-job training.
l) Co-ordinate for appraisal reports of trainees, probationers and confirm employees.
C. Cultural development and change and communication at unit:
a) Action planning and driving major change initiatives like World Class Manufacturing, Future of
Work etc.
b) Lead on initiatives and projects aiming for sites integration and collaborative work along the
extended supply chain.
c) Take lead in assessing and developing a continuously performing culture in the Unit.
d) Provide communication support, communication forums, team briefings, newsletters, etc.

e) Establish connectivity with all levels of employees and get first-hand information about Unit
culture and develop change initiatives to set in the right culture.
f) Communication channels in the unit.
D. Learning management at unit:
a) Specifying learning objectives, assessing effectiveness of learning options, organizing, designing,
and developing learning events like out-bounds, distance learning, mentors, tutors, etc.
b) Evaluation of learning – Competency mapping and “Skill-will” Assessment. Effectively utilize
performance data / skill-will matrix for workmen and staff as a data source to identify the training
needs.
c) Identify key deliverables from training and specify the learning objectives in line with business
requirements.
d) Assess the learning resources (faculty, case studies, on the job training, role-plays, etc.) Facilitate
development of program content along with the line managers/officer. Effective utilization of
worker teachers, line officers to impart on the job training.
e) Facilitate preparation of Job rotation plans for on-the-job learning.
f) Maintain data on learning activities. Maintain learning facilities and resources (eg technical
training centre, learning centre).
g) Coordinate with external/internal facilitators and institutions (ITI, CBWE, NGOs)
h) Operate the evaluation system and provide feedback. Analyse evaluation and plan for
improvements.
i) Retention of key talent through capability building and defining career progression.
E. Performance improvement and management at Unit
a) Monitor PDP system for the executives and workers. Ensure compliance to quality requirements,
processes, and timings.
b) Facilitate performance review compliance in the WL 1 population.
c) Exits and performance counselling.
F. Managing Employee Relations & Public Relations
a) Harmonious and productive employee relations.
b) Handling the Union.
c) Establishing Communication channels with the grassroots.
d) Collective bargaining and wage negotiations – Development of Wage briefs, Develop Negotiations
strategy with team. Lead negotiations with Unions.
e) Maintain cordial relations with all workmen by regular formal and informal interaction with
workmen / workmen groups and opinion leaders on the shop floor.
f) Gauge and measure the IR climate of the unit with regular interactions with shop floor and line
officers and managers.
g) Manage relationship with external Government and Political bodies.
G. CSR projects:
a) Lead site level execution of ‘Prabhat’ – Our program to develop sustainable ecosystems and
communities.