Company: Shree Naina Group
Industry: Plastic Packaging, Polymer Products & Manufacturing
Department: Human Resources
Designation: Head – Human Resources (HR Head)
Location: To be confirmed
Reporting To: Managing Director / Director
Experience: 12–20 years of relevant HR experience, including significant manufacturing or plant HR exposure
Qualification: MBA/PGDM in Human Resources or equivalent qualification
Shree Naina Group operates in the plastic packaging and polymer products manufacturing sector, serving industrial and consumer-facing businesses. The company is focused on manufacturing operations, workforce effectiveness, quality, and business growth.
We are looking for an experienced and dynamic Head of Human Resources to lead the company's HR function, strengthen people processes, ensure statutory compliance, and build a performance-driven organizational culture across manufacturing and corporate functions.
Role OverviewThe HR Head will be responsible for developing and implementing the overall HR strategy while ensuring efficient management of plant HR operations, industrial relations, talent acquisition, employee engagement, performance management, compensation and benefits, learning and development, and labor law compliance.
The ideal candidate should have strong experience in manufacturing organizations, the ability to manage a diverse workforce comprising permanent employees, contractual workers, and management staff, and the capability to partner with business leadership to achieve organizational objectives.
Key Responsibilities1. Strategic HR Leadership
Develop and implement HR strategies aligned with the company's business objectives and growth plans.
Partner with the Managing Director and senior leadership on organizational design, workforce planning, and talent strategy.
Establish HR policies, processes, systems, and governance frameworks across the organization.
Drive a culture of accountability, employee productivity, performance, and continuous improvement.
Support organizational change, expansion, and manpower restructuring initiatives as required.
2. Plant HR & Manufacturing Workforce Management
Lead end-to-end HR operations for manufacturing facilities, including workforce planning, shift staffing, attendance, overtime, leave management, and manpower deployment.
Ensure timely availability of skilled, semi-skilled, and unskilled manpower to meet production requirements.
Manage contract labor, manpower agencies, and contractor compliance in coordination with plant leadership.
Work closely with Production, Quality, Maintenance, Supply Chain, and Administration teams to address workforce-related issues.
Develop strategies to reduce absenteeism, control attrition, improve workforce productivity, and optimize manpower costs.
3. Industrial Relations & Employee Relations
Maintain effective employee relations and a positive, disciplined working environment across manufacturing units.
Handle employee grievances, disciplinary proceedings, misconduct cases, investigations, and conflict resolution.
Manage union-related matters and collective bargaining, where applicable.
Build effective communication channels between management, supervisors, and employees.
Proactively identify and resolve workplace issues to minimize operational disruptions.
4. Statutory Compliance & Labor Law
Ensure compliance with applicable labor and employment laws, rules, and statutory requirements.
Oversee applicable requirements relating to EPF, ESI, contract labor, wages, working hours, employee records, and factory-related employment compliance.
Monitor statutory registrations, licenses, returns, inspections, and compliance documentation.
Coordinate with legal advisors, consultants, government authorities, and auditors as required.
Ensure contractor documentation, wage payments, statutory contributions, and employment practices are appropriately monitored.
Keep management informed of relevant regulatory changes and associated business risks.
5. Talent Acquisition & Manpower Planning
Lead recruitment for plant operations, engineering, quality, maintenance, supply chain, finance, sales, and corporate functions.
Build effective recruitment channels for shop-floor workers, technicians, supervisors, middle management, and senior leadership.
Develop manpower budgets and annual recruitment plans in coordination with functional heads.
Strengthen onboarding, induction, background verification, and probation review processes.
Build a pipeline of critical talent for key operational and leadership positions.
6. Performance Management & Employee Development
Implement and manage the performance appraisal and goal-setting framework.
Establish measurable KPIs and performance review mechanisms across functions.
Identify training needs for shop-floor employees, supervisors, managers, and leadership teams.
Develop training programs focused on supervisory effectiveness, safety awareness, technical skills, communication, and leadership development.
Support succession planning, career development, and internal talent mobility.
7. Compensation, Benefits & HR Administration
Oversee salary structures, compensation reviews, incentives, benefits, payroll governance, and manpower cost management.
Ensure accurate and timely payroll processing in coordination with the payroll or finance team.
Review compensation benchmarks and develop appropriate reward and recognition programs.
Supervise HR administration, employee documentation, HRIS, personnel records, and management reporting.
Drive digitization and process improvements in HR operations wherever practical.
8. Employee Engagement & Organizational Culture
Develop initiatives to improve employee engagement, retention, morale, and workplace communication.
Establish structured grievance-handling and employee feedback mechanisms.
Promote ethical conduct, workplace discipline, diversity, and respectful behavior.
Oversee applicable workplace policies, including prevention of sexual harassment and the POSH framework.
Strengthen coordination between plant employees, supervisors, and management.
9. Health, Safety & Workplace Practices
Partner with EHS and plant leadership to promote a safe and compliant work environment.
Support safety training, employee awareness, incident reviews, and corrective actions.
Reinforce adherence to workplace policies, protective equipment requirements, and applicable safety procedures.
Contribute to a culture of workplace responsibility and operational discipline.
10. HR Analytics & Management Reporting
Develop dashboards and periodic reports covering headcount, absenteeism, attrition, recruitment, training, overtime, and manpower costs.
Track HR budgets and identify opportunities to improve operational efficiency.
Present key HR metrics, compliance status, workforce risks, and improvement plans to management.
Use workforce data to support business decisions and continuous improvement.
The ideal candidate should demonstrate:
Strong hands-on experience in plant HR and manufacturing workforce management.
Sound knowledge of Indian labor laws, statutory compliance, and industrial relations.
Proven ability to manage blue-collar, contractual, supervisory, and white-collar workforces.
Experience handling recruitment, employee relations, performance management, payroll governance, and HR administration.
Strong communication, negotiation, conflict-resolution, and stakeholder-management skills.
Commercial awareness and the ability to link HR initiatives with productivity, cost, quality, and business performance.
High integrity, confidentiality, problem-solving ability, and a practical, execution-oriented approach.
The ability to operate effectively in a promoter-led or professionally managed manufacturing environment.
Candidates from the following industries will be preferred:
Plastic packaging, polymer processing, injection molding, and blow molding.
Rigid and flexible packaging manufacturing.
FMCG and consumer goods manufacturing.
Automotive components and industrial manufacturing.
Pharmaceutical and healthcare products manufacturing.
Chemicals, paints, and allied process industries.
The HR Head will be evaluated on relevant, agreed-upon business and HR outcomes, including:
Workforce availability and timely closure of critical vacancies.
Reduction in absenteeism and avoidable employee attrition.
Statutory compliance and timely closure of compliance gaps.
Effective industrial relations and timely resolution of employee grievances.
Manpower cost control and workforce productivity.
Timely and accurate payroll and HR operations.
Effectiveness of training, performance management, and employee engagement.
Development of a reliable HR team and consistent implementation of HR policies.
MBA/PGDM in Human Resources, Personnel Management, or a related discipline preferred.
Approximately 12–20 years of overall HR experience, with substantial experience in manufacturing or industrial environments.
Prior experience as HR Head, Plant HR Head, General Manager – HR, or a comparable senior HR leadership role is desirable.
Experience managing multiple plants or locations and leading an HR team will be an advantage.
Practical knowledge of statutory compliance, industrial relations, and shop-floor workforce management is essential.
An opportunity to lead and strengthen the HR function in a manufacturing-led organization.
Direct interaction with senior leadership and the opportunity to influence business decisions.
Scope to improve HR systems, workforce effectiveness, organizational culture, and people processes.
A leadership role with the opportunity to build a strong and scalable HR function.