Job Description:

Job Description (JD)

General Manager – Plant HR, Industrial Relations & Administration

Industry: Automotive Manufacturing | Japanese MNC
Job Location: Pathredi, Bhiwadi, Rajasthan
Experience: 15–25 Years
CTC Budget: ₹20–30 LPA
Position Level: Senior Leadership
Preferred Candidate: Locally based, mature, and experienced HR/IR professional with strong industrial relations and liaison capabilities.

About the Role

We are looking for a mature, dynamic, and highly experienced General Manager – Plant HR/IR & Administration to lead the complete HR, Industrial Relations, and Administration functions at an automotive manufacturing facility in Pathredi, Bhiwadi.

The ideal candidate should have extensive experience in automotive or manufacturing industries, with a proven track record of managing complex industrial relations, maintaining harmonious relationships with workers and trade unions, handling labour-related matters, and managing statutory compliance.

The candidate must possess strong local liaison capabilities, excellent negotiation skills, sound judgment, and the maturity to handle sensitive employee and industrial relations matters independently. Preference will be given to candidates who are locally based in or around Bhiwadi, Dharuhera, Manesar, Neemrana, Rewari, and nearby industrial belts.

Key Responsibilities

1. Plant HR & Strategic Human Resource Management

• Lead the complete HR function at the plant, aligning HR strategies with business and manufacturing objectives.
• Develop and implement HR policies, procedures, and practices in accordance with company guidelines and applicable labour laws.
• Manage manpower planning, recruitment, workforce budgeting, onboarding, retention, and succession planning.
• Drive performance management, employee engagement, talent development, and organizational effectiveness.
• Partner with plant leadership to build a disciplined, productive, and performance-oriented workforce.
• Manage employee grievances, disciplinary matters, attendance, absenteeism, and workforce productivity.

2. Industrial Relations (IR) & Labour Management — Critical Requirement

• Independently manage all industrial relations activities, ensuring a peaceful and productive working environment.
• Maintain strong relationships with workers, employee representatives, trade unions, and contractor workforces.
• Handle union negotiations, collective bargaining, wage settlements, long-term settlements, and employment-related disputes.
• Proactively identify potential industrial unrest and implement preventive measures to maintain uninterrupted plant operations.
• Manage disciplinary proceedings, domestic inquiries, misconduct cases, show-cause notices, and termination-related matters in accordance with applicable law and company policy.
• Resolve worker grievances, labour disputes, and shop-floor issues through effective communication, negotiation, and conflict resolution.
• Ensure smooth coordination between management, production teams, workers, and employee representatives.
• Develop and implement effective IR strategies to maintain workforce discipline, industrial harmony, and operational continuity.

3. Labour Law Compliance & Statutory Management

• Ensure compliance with applicable labour laws, employment regulations, and statutory requirements.
• Oversee statutory registrations, returns, records, inspections, and documentation relating to employment and industrial relations.
• Coordinate labour inspections, audits, notices, and proceedings with the relevant authorities.
• Manage compliance relating to contract labour, wages, working hours, overtime, social security, and other applicable employment obligations.
• Liaise with legal advisors and external consultants on labour disputes, employment matters, and statutory issues.
• Monitor changes in applicable labour legislation and ensure timely implementation at the plant.

4. Government Liaison & Local Administration

• Maintain effective professional relationships with relevant government departments and local authorities.
• Handle liaison with labour department officials, factory inspectors, local administration, and other relevant statutory authorities.
• Represent the organization in labour-related meetings, inspections, and official proceedings, as authorized.
• Develop effective working relationships with relevant local stakeholders to support smooth plant operations.
• Manage sensitive labour and administrative matters with discretion, professionalism, and sound judgment.

5. Plant Administration & Facilities Management

• Oversee plant administration, security, transportation, canteen, housekeeping, and other employee facilities.
• Manage administrative vendors, service providers, and facility-related budgets.
• Ensure compliance with applicable factory safety, security, and administrative requirements in coordination with relevant departments.
• Develop and implement effective administrative procedures to improve operational efficiency and cost control.
• Coordinate with plant management to ensure a safe, disciplined, and employee-friendly working environment.

6. Leadership & Stakeholder Management

• Act as a strategic HR and IR partner to the Plant Head and senior management.
• Lead and mentor the HR, IR, and Administration team.
• Provide management with guidance on employee relations, workforce risks, disciplinary matters, and labour-related developments.
• Demonstrate maturity, confidentiality, strong decision-making, and the ability to handle sensitive situations independently.
• Support continuous improvement initiatives, workforce productivity, and a positive organizational culture.

Candidate Profile & Eligibility

Essential Skills & Competencies

• Strong Industrial Relations: Proven ability to manage labour issues, union interactions, wage negotiations, and industrial disputes.
• Local Liaisoning: Established professional experience dealing with relevant government authorities and local stakeholders.
• Mature Leadership: Calm, balanced, practical, and confident in handling sensitive employee and labour matters.
• Negotiation & Conflict Resolution: Ability to resolve disputes and build consensus between management and workers.
• Labour Law Expertise: Strong understanding of applicable employment legislation, statutory compliance, and labour-related proceedings.
• Plant-Level Experience: Hands-on exposure to manufacturing operations, shop-floor workforce management, and contractor labour.
• Crisis Management: Ability to respond effectively to industrial unrest, labour disputes, and other sensitive plant-level situations.
• Communication Skills: Strong interpersonal, negotiation, and stakeholder-management capabilities.

Preferred Candidate Background

The ideal candidate should:

• Have worked with a reputed automotive OEM, Tier-1/Tier-2 auto component manufacturer, or engineering manufacturing company.
• Have substantial hands-on experience in plant-level industrial relations rather than purely corporate HR or talent acquisition.
• Have independently handled trade unions, wage settlements, disciplinary matters, and labour disputes.
• Be familiar with the industrial environment of Bhiwadi, Dharuhera, Manesar, Neemrana, or nearby manufacturing hubs.
• Be capable of managing the plant's HR, IR, and administration functions with minimal supervision.
• Have experience working in a Japanese MNC or another professionally managed multinational manufacturing organization, preferably.

Key Selection Criteria

The following factors will be particularly important during shortlisting:

1. Industrial Relations Expertise: Depth of practical experience in union management, negotiations, settlements, and dispute resolution.
2. Local Liaisoning Capability: Demonstrated experience coordinating with relevant government authorities and local stakeholders.
3. Maturity and Stability: Sound judgment, professional conduct, discretion, and the ability to handle difficult situations calmly.
4. Manufacturing Exposure: Strong understanding of plant operations, workforce management, and shop-floor challenges.
5. Local Availability: Preference for candidates residing in or around the relevant industrial belt.
6. Compensation Fit: Candidates whose expectations fall within the ₹20–30 LPA budget.