Understanding of Pharma/API business, Industry HR best practices, Statutory and other legal requirements ((Labour Codes, Regulatory Audits, etc.)

· Sound understanding, experience & expertise in managing employee life cycle of HR.

· Should have managed workforce planning, Talent management and employee engagement.

· Skilled in overall IR and related roles.

· Financial acumen of the business, products, variable cost and fixed cost, especially the employee cost.

· Must be aligned with the strategic planning and business planning.

· Knowledge on developing industrial & employee relations strategies / polices and its implementations. Compliances, negotiation, liaising and legal handling skills

Should have managed Government Officials/ Statutory officers etc.

Interpersonal relationship, communication, assertive, Listening Skills, Negotiations and Problem Solving, Influencing skills, Conflict resolution, stakeholder management, emotional maturity, Resilience and bias for action.

AREAS OF RESPONSIBILITY

 1

Strategic Business Partnering

· Partner with Production and Quality heads to forecast manpower needs based on the production pipeline. Manage the "Manpower Cost per Kg" metric

· Conduct regular "HR Dipsticks" and "Stay Interviews" to gauge morale and prevent the "Broken Rung" phenomenon in technical middle management

· Facilitate Floor engagement program for employees and contract workers (e.g. GEMBA, 5S etc.)

· Lead site-level DEI initiatives, such as creating infrastructure and safety protocols to increase female representation in QC/QA and Production

2

Talent & Performance Management

· Work with Site Operations Head and functional leaders to set performance expectation, facilitate performance support and performance feedback

· Drive the Annual Appraisal cycle, ensuring that KPIs are balanced between output (volume) and quality (compliance/safety).

· Drive performance efficiency and productivity program in partnership with Operations and Quality team.

· Identify High-Potential (HiPo) employees on the shop floor and create development roadmaps to move them into supervisory roles

· Collaborate with the L&D team to facilitate "Functional Skill-up" programs for employees

· Facilitate identification of Critical roles/ talents and work on succession planning for the roles identified at the Site

3

  Industrial Relations & Compliance

· Spearhead the site-level implementation of the New Labour Codes, specifically communication to employees or workers on the changes and impacts of their interest.

· Audit and oversee the lifecycle of contract labour, ensuring 100% compliance with PF, ESI, and Gratuity provisioning

· Handle domestic inquiries and grievance redressal to maintain a strike-free environment

· Develop relationship with Union leaders and related groups to ensure/ implement healthy work environment

4

Culture and Employee Engagement

· Promote a culture of transparency, discipline, and trust.

· Implement employee engagement and workplace climate improvement initiatives.

· Lead employee engagement activities at Site and facilitate R&R program to improvement employee engagement/ satisfaction score.

5

Stakeholder Management

· Collaborate with Plant Heads, Site HR Head, Legal, Production, and Safety functions.

· Build relationships with local bodies, industry associations, and government officials.

· Work with cross-functional teams across sites/ corporate function to ensure people agenda at Site is delivered effectively.