Key Responsibilities
1. HR Strategy & Organizational Management
Develop and execute HR strategies aligned with business objectives.
Oversee overall manpower management, including workforce planning, manpower allocation, shift management, and factory workforce administration.
Manage the optimal workforce mix of permanent employees, contract employees, and contract labor.
Monitor employee attrition and implement retention strategies to improve workforce stability.

2. HR Systems Improvement & Administration
Review existing HR systems, including grading structures, performance management systems, and compensation frameworks, identify areas for improvement, and implement enhancement initiatives.
Manage the annual performance appraisal cycle and provide guidance and training to evaluators.
Conduct compensation and benefits benchmarking and recommend improvements to salary increment and bonus structures.
Oversee the implementation and administration of HR policies, procedures, employee handbooks, and internal regulations.

3. Talent Acquisition & Development
Develop and execute recruitment strategies across all organizational levels, from factory workers to management positions.
Design and manage training and development programs, including leadership development, technical training, and compliance training.
Drive succession planning initiatives and develop talent pipelines for critical positions.
Improve onboarding and employee integration processes.

4. Industrial Relations, Compliance & Employee Relations
Ensure full compliance with applicable Indian labor laws and regulations, including the Factories Act, PF, ESI, Gratuity Act, and Shops & Establishments Act.
Oversee payroll administration and attendance management processes.
Manage employee grievances, disciplinary procedures, and workplace investigations.
Support Environmental Health & Safety (EHS) initiatives from an HR perspective.

5. Organizational Culture & Communication
Work closely with Japanese management, particularly the CFO, to ensure effective communication between management and employees.
Develop and implement employee engagement initiatives, including employee satisfaction surveys and company events.
Act as a bridge between Japanese corporate culture and Indian labor practices.

6. Team Leadership
Lead, mentor, and develop the HR team of 10–20 members.
Optimize team structure, responsibilities, and operational effectiveness.

Company Overview
Our client is a leading cleanroom solutions manufacturer with approximately 1,500 employees across its operations.
The company has already established comprehensive HR systems and processes and is seeking an experienced HR leader who can further strengthen, optimize, and continuously improve these existing frameworks.

Position Summary
We are seeking an experienced HR professional to lead the Human Resources function at the company's manufacturing facility in Hyderabad.
The GM-HR will be responsible for overall manpower management and the continuous improvement and effective operation of HR systems and processes. This is not a greenfield or start-up HR role. The primary focus is to identify gaps and improvement opportunities within existing HR systems—including performance management and compensation structures—and drive meaningful enhancements.
As a strategic business partner to the Japanese CFO, the successful candidate will support organizational growth through effective HR leadership.

Team Size
HR Team (10–20 members)

Company Size
Approximately 1,500 employees

Additional Information
Labor union management experience is not required, as the company does not have a labor union.

MBA/PGDM (HR), MSW, or other HR-related qualifications.