General Manager HR & Industrial Relations – SSM India

1. HR Strategy & Business Partnership
● Develop and implement the organization's HR strategy in alignment with business
and manufacturing objectives.
● Partner with the Managing Director, senior management and functional/plant heads
on people-related business priorities.
● Translate business requirements into effective workforce, organization and talent
strategies.

● Develop HR policies, systems and processes appropriate for a multi-location
manufacturing organization.
● Provide management with insights on workforce productivity, manpower costs,
attrition, absenteeism, employee engagement and organizational capability.
● Drive a culture based on integrity, teamwork, responsibility, customer focus and
continuous improvement.
2. Plant & Manufacturing HR
● Lead HR operations across spinning, knitting, processing and garment manufacturing
units.
● Ensure effective manpower planning and deployment based on production
requirements.
● Develop systems for workforce productivity, attendance, absenteeism and labour
utilization.
● Partner with plant heads to address manpower challenges and improve workforce
stability.
● Strengthen shop-floor HR practices and ensure effective communication between
management and employees.
● Build HR capabilities among plant HR teams and line managers.
3. Talent Acquisition & Workforce Planning
● Develop annual manpower plans in consultation with business and plant leadership.
● Lead recruitment strategies for managerial, supervisory, technical and shop-floor
positions.
● Build talent pipelines for critical manufacturing and technical roles.
● Develop effective recruitment channels for rural and semi-urban manufacturing
locations.
● Improve quality of hiring, time-to-fill and retention of critical talent.
● Establish structured onboarding and induction processes.
4. Industrial Relations & Employee Relations
● Provide leadership on industrial relations across manufacturing locations.
● Maintain constructive relationships with employees, worker representatives and
other relevant stakeholders.
● Handle employee grievances, disciplinary matters and workplace issues fairly and
effectively.
● Develop proactive systems for grievance resolution and employee communication.
● Monitor industrial relations risks and recommend preventive measures to
management.
● Ensure that employee relations practices support business continuity and a stable
manufacturing environment.

5. Statutory Compliance & Labour Laws
● Ensure complete compliance with applicable labour and employment legislation.
● Oversee statutory requirements relating to wages, working hours, PF, ESI, gratuity,
bonus, contract labour and other applicable regulations.
● Ensure maintenance of statutory registers, records and documentation across
locations.
● Coordinate labour department inspections and statutory audits.
● Ensure timely closure of compliance observations and corrective actions.
● Keep management updated on significant changes in labour legislation and their
business implications.
6. Social Compliance & Customer Audits
● Lead HR participation in social compliance and ethical trade audits.
● Ensure readiness for customer and third-party audits associated with standards such
as WRAP, SEDEX, CTPAT and other applicable customer compliance requirements.
● Establish systems for monitoring working conditions, employee welfare, wages,
working hours, health and safety and ethical employment practices.
● Coordinate with sustainability, compliance and plant teams to close audit findings.
● Ensure HR documentation and employee-related practices remain audit-ready
throughout the year.
7. Compensation & Benefits
● Develop and administer compensation structures appropriate for different employee
categories.
● Review wages, salary structures, incentives and benefits periodically against market
and business requirements.
● Establish appropriate productivity-linked incentive systems where applicable.
● Monitor manpower cost and employee-related expenditure.
● Ensure payroll accuracy, timeliness and statutory compliance.
8. Performance Management
● Strengthen the organization's performance management system.
● Establish clear KRAs/KPIs for managerial and supervisory employees.
● Drive periodic performance reviews and performance improvement plans.
● Link performance management with employee development, succession planning
and rewards.
● Build a performance-oriented culture across functions and manufacturing units.
9. Learning & Development
● Identify critical capability gaps across managerial, supervisory and operational levels.
● Develop annual training and capability-building plans.
● Establish technical, behavioural and leadership development programs.
● Strengthen supervisory and middle-management capabilities.

● Develop training programs around productivity, quality, safety, compliance and
people management.
● Evaluate training effectiveness and business impact.
10. Employee Engagement & Welfare
● Develop initiatives to improve employee engagement, morale and retention.
● Strengthen employee communication and feedback mechanisms.
● Oversee employee welfare initiatives across manufacturing locations.
● Promote a safe, respectful and inclusive workplace.
● Develop initiatives supporting employee well-being, motivation and organizational
belonging.
● Monitor employee satisfaction and identify areas requiring management
intervention.
11. HR Systems & Process Excellence
● Drive digitization and standardization of HR processes.
● Strengthen HR MIS and people analytics.
● Develop dashboards covering:
● Headcount
● Manpower cost
● Attrition
● Absenteeism
● Recruitment
● Productivity
● Overtime
● Training
● Employee relations
● Compliance
● Establish standardized HR processes across multiple locations.
● Improve data accuracy and management reporting.
12. Organization Development & Succession Planning
● Identify critical roles and develop succession plans.
● Build leadership pipelines for future business requirements.
● Conduct talent reviews and identify high-potential employees.
● Support organizational restructuring and manpower optimization where required.
● Develop career progression frameworks for key employee groups.
● Build a sustainable leadership bench across manufacturing and corporate functions.
● Key Deliverables / KPIs