Voltas Limited - A TATA Enterprise
Website:
voltas.com
Job details:
The factory HR Head will serve as a trusted partner to the factory Head and factory leadership team, balancing the immediate demands of a high- volume and seasonally dynamic manufacturing operation with the longer- term objective of building a progressive, productive and future-ready workplace. The role has end-to-end responsibility for industrial relations, statutory compliance, workforce planning, contract labour management, governance, talent management, workforce capability building, employee engagement, Job Objective external community relations, CSR, security and administration. The incumbent will anticipate workforce risks, identify innovative manpower solutions, create a harmonious employee ecosystem and bring visible energy, discipline and pride to the workplace. Beyond maintaining operational continuity, the factory HR Head will be expected to shape the culture and maintain high energy by building an environment where workforce feels connected to the overall factory objectives.
Responsibilities
- Develop short-term and long-term workforce plans covering permanent employees, contract employees, apprentices, trainees and other workforce categories.
- Translate production plans, capacity requirements and seasonality into clear manpower requirements by function, shift and skill category.
- Establish early-warning mechanisms for manpower shortages, absenteeism, attrition, skill gaps and supply-side risks.
- Continuously scout for innovative and sustainable manpower supply models, including new sourcing locations, skill partnerships, apprenticeship channels, educational institutions and technology- enabled sourcing.
- Build a diversified manpower supply ecosystem to reduce overdependence on individual contractors, locations or workforce segments.
- Ensure timely recruitment, deployment, induction and stabilisation of manpower, particularly during peak production periods.
- Partner with Production, Manufacturing Engineering and keys functions to improve workforce productivity, deployment efficiency and manpower cost effectiveness.
- Track manpower utilisation, overtime, absenteeism, attrition, shift deployment and productivity trends.
- Drive interventions that improve workforce reliability, attendance, skill flexibility and output without compromising safety, quality or statutory compliance.
- Create a stable, compliant and harmonious industrial environment that protects business continuity and reinforces fair, disciplined and responsible employment practices.
- Maintain a constructive and stable industrial relations climate through proactive employee listening, grievance resolution and regular engagement with workforce representatives.
- Anticipate and address employee relations issues before they escalate into operational or reputational risks.
- Ensure full compliance with all applicable labour, factory, employment, welfare, social security and related statutory requirements.
- Secure, renew and maintain all licences, registrations, permissions and statutory records required for uninterrupted factory operations.
- Maintain high standards of audit readiness and proactively address compliance gaps, observations and emerging regulatory requirements.
- Lead the evaluation, selection and onboarding of manpower contractors and service partners in partnership with Procurement and factory leadership.
- Negotiate commercially appropriate terms and conditions, service levels, manpower fulfilment commitments and compliance obligations.
- Hold contractors accountable for manpower supply, wage payment, social security contributions, statutory documentation, employee welfare and agreed service standards.
- Establish contractor scorecards and governance reviews, with clear consequences for repeated underperformance or non-compliance.
- a strong leadership and talent pipeline for the factory through effective recruitment, performance management, capability development and end-to-end employee lifecycle ownership.
- Own end-to-end recruitment for white-collar and critical factory roles, ensuring timely and high-quality hiring.
- Build talent pipelines for hard-to-fill roles across Manufacturing, Quality, Engineering, Maintenance etc.
- Strengthen the factory’s employer proposition and build relationships with relevant institutions, industry networks and talent communities.
- Lead the annual performance management cycle for the factory, including goal setting, periodic reviews, calibration, differentiation and development planning.
- Ensure that performance expectations are clearly connected to safety, quality, productivity, cost, delivery, people leadership and continuous improvement.
- Own talent reviews, succession planning, critical-role mapping, internal mobility and development plans for identified talent.
- Create a factory capability agenda based on current operational needs and future manufacturing requirements.
- Develop structured interventions for skilling, role readiness, induction, multiskilling and career progression.
- Partner with business leaders to build a culture of coaching, feedback, accountability and continuous learning.
- Create an energetic, inclusive and engaging factory environment that strengthens belonging, pride, discipline and accountability across permanent and contract employees.
- Develop and execute an integrated employee engagement plan covering permanent employees, contract employees, trainees and apprentices.
- Create relevant forums for employee communication, listening, recognition, celebration and grievance resolution.
- Ensure that engagement is visible across shifts, functions and employee categories rather than being limited to office-based employees.
- Provide thought leadership on futuristic and progressive factory people practices, including digital employee access, participative problem-solving, workforce flexibility, inclusion and employee wellbeing.
- Enable the factory leadership team to translate organisational values into everyday leadership behaviours and workplace practices.
- Challenge legacy practices constructively and introduce contemporary ways of working suited to a large, technology-led manufacturing environment.
- Shape the overall factory experience so that the workplace feels organised, energetic, welcoming and connected to the organisation’s purpose.
- Drive initiatives that improve workplace aesthetics, communication, recognition, celebrations, employee amenities and the emotional experience of coming to work.
- Build pride in the factory’s products, scale, quality, achievements and contribution to the organisation.
- Create visible moments of connection between leadership and employees, ensuring that the senior team remains accessible and engaged with the workforce.
- Build a supportive external and internal ecosystem around the factory, while ensuring that administration, security and employee services enable safe and efficient operations.
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