HR Manager jobs with deep experience in Recruitment, Training & development, Succession planning, Employee engagement, Performance management, and HR operations at Bhosari in Pune

Job Description:

Description:

Qualification: MBA / PGDM in Human Resources, MPM
Experience: minimum 10 to 15 Years experience in Recruitment, Training & development, Succession planning
Industry: Manufacturing, Engineering, Project base, EPC companies.
Location: Bhosari in Pune
Reporting To: HR Head / Director – HR

Job Summary

We are looking for an experienced and result-oriented HR Manager to lead and manage the Human Resources function for our manufacturing organization. The ideal candidate will have 10–15 years of relevant HR experience, preferably in a manufacturing/industrial environment, with strong expertise in Recruitment, Training & development, Succession planning, Employee engagement, Performance management, and HR operations.

The candidate should be capable of partnering with business and plant leadership to build a productive workforce, strengthen organizational capability, and ensure effective implementation of HR policies and processes.

Key Responsibilities

1. Recruitment & Talent Acquisition

• Manage end-to-end recruitment for managerial, technical, and non-technical positions.
• Develop effective manpower plans in coordination with business/plant requirements.
• Source and attract quality talent through various recruitment channels.
• Ensure timely closure of critical positions and maintain an effective talent pipeline.
• Strengthen employer branding and employee referral initiatives.

2. Training & Development

• Identify training and development needs across functions.
• Prepare and implement the annual Training & Development calendar.
• Coordinate technical, behavioral, leadership, and statutory training programs.
• Evaluate training effectiveness and measure development outcomes.
• Support employee career development and capability-building initiatives.

3. Succession Planning & Talent Management

• Develop and implement succession planning for critical positions.
• Identify high-potential employees and create development plans.
• Establish career paths and internal mobility opportunities.
• Support talent reviews and leadership development initiatives.

4. Performance Management

• Drive the annual performance appraisal process.
• Support departments in setting KRAs/KPIs and performance objectives.
• Monitor performance evaluation and ensure timely completion of appraisal cycles.
• Facilitate performance improvement plans wherever required.

5. Employee Engagement & Retention

• Develop initiatives to improve employee engagement, motivation, and retention.
• Conduct employee satisfaction/engagement activities and address key concerns.
• Promote a positive and productive work culture.
• Handle employee grievances and ensure timely resolution.

6. HR Operations & Compliance

• Oversee HR operations including employee records, attendance, leave, payroll coordination, and HR documentation.
• Ensure compliance with applicable labour laws, statutory requirements, and company policies.
• Coordinate with relevant internal and external stakeholders for statutory compliance.
• Develop, review, and implement HR policies and procedures.

7. Employee & Industrial Relations

• Maintain positive employee relations and support a disciplined work environment.
• Handle employee grievances, disciplinary matters, and conflict resolution.
• In a plant environment, coordinate with relevant stakeholders on industrial relations and workforce-related matters.

8. HR MIS & Reporting

• Prepare and analyze HR MIS related to manpower, recruitment, attrition, absenteeism, training, and other HR metrics.
• Provide management with regular HR reports and actionable insights.
• Use HR data to identify trends and recommend improvement initiatives.

Required Skills & Competencies

• Strong knowledge of Recruitment & Talent Acquisition
• Expertise in Training & Development
• Hands-on experience in Succession Planning & Talent Management
• Knowledge of Performance Management Systems
• Strong employee engagement and grievance-handling skills
• Good understanding of HR policies and labour-law compliance
• Strong communication, interpersonal, and leadership skills
• Analytical and problem-solving ability
• Ability to work closely with plant/business leadership
• Strong team-management and stakeholder-management skills

Key Performance Indicators (KPIs)

• Recruitment turnaround time and quality of hires
• Employee retention and attrition
• Training effectiveness and completion
• Succession coverage for critical positions
• Employee engagement scores
• Performance appraisal completion
• HR process effectiveness
• Statutory and policy compliance