Plant HR Manager

SERVOTECH RENEWABLE POWER SYSTEM LIMITED
About Servotech: Servotech Renewable Power System Limited is a renewable energy solutions
company engaged in manufacturing and delivering solutions across EV charging, solar energy,
battery storage, and related clean-energy technologies. The organization is focused on building
scalable, technology-driven solutions supporting India's transition towards sustainable energy.



Job Title: Plant HR Manager
Location: Safiabad, Sonipat, Haryana
Department: Human Resources
Industry: Renewable Energy | Solar | EV Charging | Energy Storage
Experience: 7–12 Years
Qualification: Graduate; MBA/PGDM/MSW in HR/Personnel Management/Industrial Relations
preferred
Reporting To: Plant Head / Corporate HR

Role Purpose
The Plant HR Manager will be responsible for managing the complete HR function at Servotech's
manufacturing plant, ensuring effective manpower planning, employee relations, industrial relations,
statutory compliance, workforce productivity, contract labour management, HR operations, and
employee engagement.
The role will work closely with the Plant Head, functional leaders, supervisors, employees, workers,
contractors, and Corporate HR to ensure smooth plant operations and alignment with business and
production requirements.

Key Responsibilities

1. Plant HR & Business Partnership
Partner with the Plant Head and functional leaders on manpower and people-related
requirements.
Align HR strategy with production plans, business requirements, capacity expansion, and
workforce productivity.
Implement corporate HR policies and processes at the plant level.
Act as the key HR point of contact for plant employees and management.

2. Manpower Planning & Recruitment
Prepare manpower plans based on production requirements, sanctioned headcount, attrition,
and expansion plans.
Manage recruitment for production, quality, maintenance, engineering, warehouse, supply
chain, and support functions.
Coordinate with Corporate HR and recruitment partners for timely closure of vacancies.
Manage joining, induction, documentation, deployment, confirmation, transfer, promotion, and
separation processes.
Manage an appropriate mix of permanent, contractual, trainee, apprentice, and temporary
workforce.

3. Industrial & Employee Relations
Maintain healthy employee relations across the manufacturing plant.
Handle employee grievances, disciplinary matters, absenteeism, disputes, misconduct, and
workplace concerns.
Conduct disciplinary proceedings and domestic enquiries wherever required.
Support management in dealing with worker representatives/unions, if applicable.
Establish effective communication between management, supervisors, workers, and employees.

4. Labour Law & Statutory Compliance
Ensure compliance with applicable central and state labour laws and statutory requirements.
Ensure compliance relating to wages, working hours, overtime, leave, social security, welfare,
contract labour, and other employment obligations.
Manage statutory registrations, licences, renewals, inspections, returns, registers, and records.
Coordinate with labour authorities, inspectors, consultants, and statutory bodies.
Conduct periodic compliance audits and ensure timely closure of identified gaps.
Maintain an updated labour-law compliance calendar.

5. Contract Labour Management
Manage contractual workforce deployment and contractor HR operations.
Verify contractor compliance relating to wages, attendance, PF, ESI, licences, registers, and
statutory records.
Monitor contractor manpower, attendance, overtime, deployment, and compliance.
Coordinate with Procurement, Administration, EHS, Security, and Plant Operations for contractor
governance.

6. HR Operations, Attendance & Payroll
Oversee attendance, shifts, leave, overtime, absenteeism, and payroll inputs.
Ensure timely and accurate payroll inputs and resolution of payroll discrepancies.
Maintain employee master data, personnel files, statutory records, and HR documentation.
Ensure accurate HRIS/ERP records and timely updates.
Track employee lifecycle activities including confirmation, transfers, increments, promotions, and
full & final settlements.

7. Performance & Training
Coordinate the performance management process for plant employees.
Support managers in goal setting, performance reviews, feedback, and development planning.
Identify skill and competency gaps with functional leaders.
Prepare and coordinate annual training calendars covering technical, behavioural, supervisory,
compliance, and safety requirements.
Track training completion and effectiveness.

8. Employee Engagement & Retention
Drive employee engagement initiatives suitable for a manufacturing environment.
Conduct employee communication forums, recognition programs, suggestion schemes, and
welfare activities.
Monitor attrition, absenteeism, employee morale, and retention.
Conduct exit interviews and identify key attrition drivers.
Recommend corrective actions to improve employee experience and workforce stability.

9. Grievance & Disciplinary Management
Establish and manage an effective grievance-handling mechanism.
Investigate employee complaints and workplace concerns objectively.
Guide line managers on disciplinary procedures and documentation.
Handle warning letters, show-cause notices, charge sheets, and related documentation as
required.
Maintain proper records of disciplinary and grievance cases.

10. HR MIS & Analytics
Prepare and monitor key Plant HR metrics including:
Headcount and manpower cost
Permanent and contractual workforce
Attrition and absenteeism
Overtime
Recruitment status
Training completion
Employee grievances
Disciplinary cases
Statutory compliance
Workforce productivity indicators
Provide regular HR MIS and actionable insights to Plant and Corporate Management.

11. Plant Administration & Welfare
Depending on the organizational structure, coordinate with relevant teams for:
Canteen and employee welfare facilities
Transportation
Security
Uniforms and PPE
Housekeeping
Employee events
Visitor and access management
General plant administration

Must-Have Skills
Strong hands-on experience in Plant HR / Manufacturing HR
Strong knowledge of Industrial Relations and Employee Relations
Practical exposure to Labour Laws and Statutory Compliance
Contract labour and blue-collar workforce management
Manpower planning and plant recruitment
Attendance, payroll inputs, leave, and overtime management
Grievance and disciplinary case handling
Employee engagement and retention
HR MIS and workforce analytics
Strong stakeholder management skills
Ability to independently handle day-to-day HR matters in a manufacturing environment

Preferred Industry Experience
Candidates from the following industries will be preferred:
Renewable Energy / Solar
EV / Automotive / Auto Components
Electrical / Electronics
Battery / Energy Storage
Engineering / Industrial Equipment
Consumer Durables
FMCG Manufacturing
Other structured manufacturing environments
Good to Have
Experience handling unionized workforce / worker representatives
Experience conducting domestic enquiries
Experience dealing with labour authorities and statutory inspectors
Exposure to greenfield/brownfield plant setup or expansion
Knowledge of Lean Manufacturing, 5S, TPM, Kaizen, etc.
Experience with SAP, Oracle, Darwinbox, SuccessFactors, or other HRIS/ERP systems
Exposure to competency mapping and succession planning
Experience in manpower-cost optimization and workforce productivity initiatives

Ideal Candidate Profile
The ideal candidate should be a hands-on Plant HR professional who can independently manage HR
operations in a manufacturing environment and effectively work with the Plant Head, managers,
engineers, supervisors, workers, contract employees, and external authorities.
The candidate should demonstrate strong expertise in Industrial Relations, labour compliance,
workforce management, employee relations, contract labour, HR operations, and plant-level HR
governance.

Key Success Measures
Optimum manpower availability against production requirements
Strong statutory and labour-law compliance
Effective employee and industrial relations
Controlled absenteeism, attrition, and overtime
Efficient contract labour governance
Timely recruitment and onboarding
Accurate HR operations and payroll inputs
Improved employee engagement and retention
Timely and accurate HR MIS
Effective support to Plant Leadership and business objectives