NTF Group Verified employer
Actively hiring · Posted 4d ago · JEV261053BF2B4EF1
Role & responsibilities
Deputy Manager / Manager Strategic HR (Generalist)
Location: Manesar, Haryana
Department: Human Resources
Reporting To: Head HR / Plant HR Head
Position Purpose
The incumbent will act as a Strategic HR Business Partner and play a pivotal role in aligning people strategy with business objectives. The role will be responsible for driving end-to-end HR Generalist activities including manpower planning, talent acquisition, organizational development, performance management, employee engagement, succession planning, HR analytics, and change management.
The position will have a strong focus on supporting Greenfield Projects, plant setup initiatives, workforce ramp-up, and organizational capability building to ensure business growth and operational excellence.
Key Responsibilities
1. Strategic HR Business Partnering
Partner with Business Heads and Functional Leaders to align HR strategies with business objectives.
Translate business plans into people strategies and workforce plans.
Drive organization effectiveness, productivity improvement, and workforce optimization initiatives.
Participate in leadership reviews and strategic business planning discussions.
Implement HR interventions to support business growth and operational excellence.
2. Talent Acquisition & Workforce Planning
Develop annual manpower plans and recruitment strategies.
Drive hiring for leadership, middle-management, technical, and specialist positions.
Build talent pipelines through consultants, referrals, direct sourcing, and campus hiring.
Monitor recruitment KPIs such as Time-to-Fill, Cost-per-Hire, Offer-to-Join Ratio, and Quality of Hire.
Ensure closure of critical positions within agreed timelines.
3. Greenfield Project HR Management
Lead end-to-end HR activities for Greenfield Manufacturing Projects including plant setup and commissioning phases.
Develop manpower ramp-up plans aligned with project timelines.
Design organizational structures and workforce deployment models for new facilities.
Lead mass hiring initiatives for shop-floor, technical, and managerial positions.
Collaborate with Project, Engineering, Production, Maintenance, PPC, Purchase, and Quality teams to ensure manpower readiness.
Establish HR systems, policies, SOPs, onboarding processes, performance frameworks, and employee engagement initiatives for newly commissioned plants.
Support localization plans and workforce transition during project implementation.
Monitor project hiring milestones and provide periodic manpower readiness reports to management.
Coordinate with consultants, educational institutes, contractors, and government agencies for workforce mobilization.
Ensure smooth stabilization of plant operations through effective manpower deployment and retention strategies.
4. Performance Management System (PMS)
Manage the complete performance management cycle including goal setting, review processes, and annual appraisals.
Facilitate KRA/KPI alignment across departments.
Conduct performance calibration exercises and talent review discussions.
Drive Performance Improvement Plans (PIPs) where required.
Improve performance culture through continuous feedback mechanisms.
5. Organization Development & Talent Management
Design and implement talent management frameworks.
Drive succession planning for key and critical positions.
Identify high-potential employees and support leadership pipeline development.
Develop Individual Development Plans (IDPs) for future leaders.
Conduct annual talent review and capability assessment exercises.
6. Learning & Development
Conduct Training Need Identification (TNI) based on organizational requirements.
Develop competency-based training programs.
Drive technical, behavioral, leadership, and functional development initiatives.
Support implementation of Skill Matrix, DOJO activities, and competency enhancement programs.
Monitor training effectiveness and return on investment (ROI).
7. Employee Engagement & Culture Building
Develop and execute employee engagement initiatives across the organization.
Conduct employee satisfaction and engagement surveys.
Drive recognition and reward programs.
Promote a positive work culture aligned with organizational values.
Handle employee grievances and conflict-resolution initiatives.
8. Employee Relations & Industrial Relations
Maintain harmonious employee relations within the organization.
Support disciplinary actions and grievance management processes.
Ensure compliance with labour laws and statutory regulations.
Assist in handling employee disputes and investigations.
Coordinate with legal and compliance teams when required.
9. HR Analytics & MIS
Develop HR dashboards and analytics reports for management review.
Analyze manpower trends, attrition, absenteeism, hiring effectiveness, and productivity data.
Generate actionable insights to support strategic decision-making.
Present monthly and quarterly HR performance reports to leadership teams.
10. Compensation & Benefits
Support CTC benchmarking and compensation structure reviews.
Participate in annual salary revision and performance-linked compensation exercises.
Monitor internal parity and market competitiveness.
Ensure manpower costs remain within approved budgets.
11. Policy Development & HR Governance
Review and implement HR policies and procedures.
Ensure organizational compliance with applicable labour laws.
Participate in HR audits and certification requirements.
Drive standardization and continuous improvement of HR processes.
Deputy Manager / Manager Strategic HR (Generalist)
Location: Manesar, Haryana
Department: Human Resources
Reporting To: Head HR / Plant HR Head
Position Purpose
The incumbent will act as a Strategic HR Business Partner and play a pivotal role in aligning people strategy with business objectives. The role will be responsible for driving end-to-end HR Generalist activities including manpower planning, talent acquisition, organizational development, performance management, employee engagement, succession planning, HR analytics, and change management.
The position will have a strong focus on supporting Greenfield Projects, plant setup initiatives, workforce ramp-up, and organizational capability building to ensure business growth and operational excellence.
Key Responsibilities
1. Strategic HR Business Partnering
Partner with Business Heads and Functional Leaders to align HR strategies with business objectives.
Translate business plans into people strategies and workforce plans.
Drive organization effectiveness, productivity improvement, and workforce optimization initiatives.
Participate in leadership reviews and strategic business planning discussions.
Implement HR interventions to support business growth and operational excellence.
2. Talent Acquisition & Workforce Planning
Develop annual manpower plans and recruitment strategies.
Drive hiring for leadership, middle-management, technical, and specialist positions.
Build talent pipelines through consultants, referrals, direct sourcing, and campus hiring.
Monitor recruitment KPIs such as Time-to-Fill, Cost-per-Hire, Offer-to-Join Ratio, and Quality of Hire.
Ensure closure of critical positions within agreed timelines.
3. Greenfield Project HR Management
Lead end-to-end HR activities for Greenfield Manufacturing Projects including plant setup and commissioning phases.
Develop manpower ramp-up plans aligned with project timelines.
Design organizational structures and workforce deployment models for new facilities.
Lead mass hiring initiatives for shop-floor, technical, and managerial positions.
Collaborate with Project, Engineering, Production, Maintenance, PPC, Purchase, and Quality teams to ensure manpower readiness.
Establish HR systems, policies, SOPs, onboarding processes, performance frameworks, and employee engagement initiatives for newly commissioned plants.
Support localization plans and workforce transition during project implementation.
Monitor project hiring milestones and provide periodic manpower readiness reports to management.
Coordinate with consultants, educational institutes, contractors, and government agencies for workforce mobilization.
Ensure smooth stabilization of plant operations through effective manpower deployment and retention strategies.
4. Performance Management System (PMS)
Manage the complete performance management cycle including goal setting, review processes, and annual appraisals.
Facilitate KRA/KPI alignment across departments.
Conduct performance calibration exercises and talent review discussions.
Drive Performance Improvement Plans (PIPs) where required.
Improve performance culture through continuous feedback mechanisms.
5. Organization Development & Talent Management
Design and implement talent management frameworks.
Drive succession planning for key and critical positions.
Identify high-potential employees and support leadership pipeline development.
Develop Individual Development Plans (IDPs) for future leaders.
Conduct annual talent review and capability assessment exercises.
6. Learning & Development
Conduct Training Need Identification (TNI) based on organizational requirements.
Develop competency-based training programs.
Drive technical, behavioral, leadership, and functional development initiatives.
Support implementation of Skill Matrix, DOJO activities, and competency enhancement programs.
Monitor training effectiveness and return on investment (ROI).
7. Employee Engagement & Culture Building
Develop and execute employee engagement initiatives across the organization.
Conduct employee satisfaction and engagement surveys.
Drive recognition and reward programs.
Promote a positive work culture aligned with organizational values.
Handle employee grievances and conflict-resolution initiatives.
8. Employee Relations & Industrial Relations
Maintain harmonious employee relations within the organization.
Support disciplinary actions and grievance management processes.
Ensure compliance with labour laws and statutory regulations.
Assist in handling employee disputes and investigations.
Coordinate with legal and compliance teams when required.
9. HR Analytics & MIS
Develop HR dashboards and analytics reports for management review.
Analyze manpower trends, attrition, absenteeism, hiring effectiveness, and productivity data.
Generate actionable insights to support strategic decision-making.
Present monthly and quarterly HR performance reports to leadership teams.
10. Compensation & Benefits
Support CTC benchmarking and compensation structure reviews.
Participate in annual salary revision and performance-linked compensation exercises.
Monitor internal parity and market competitiveness.
Ensure manpower costs remain within approved budgets.
11. Policy Development & HR Governance
Review and implement HR policies and procedures.
Ensure organizational compliance with applicable labour laws.
Participate in HR audits and certification requirements.
Drive standardization and continuous improvement of HR processes.
